BUS692 WEEK 4 DISCUSSIONS AND REPLYS AND ASSIGNMENT
-PLEASE COMPLETE DISCUSSION 1 &2
-PLEASE REPLY TO THE 2 STUDENTS AT THE END OF EACH DISCUSSION
-PLEASE COMPLETE THE ASSIGNMENT ATTACHED
DISCUSSION 1-
Imagine a performance evaluation system that promotes roles, behaviors, and work outcomes appropriate to achieve organizational strategic objectives throughout the firm. Take into consideration the Two Sides of Performance Management as illustrated in your textbook on page 164, Figure 6.1. What would such a system look like? Would it be similar to the one used in your organization? How would individual and/or team performance assessment be conducted? What tools would you recommend? Would you use MBO, 360 Degrees or another system? Why?
REPLY TO DONALD-
Taking into consideration the Two Sides of Performance Management as illustrated in the textbook the system in Amazons organization would be similar because this is a process on how well employees are doing their jobs. Seeing how it is based on job performance and not from a manager, I can gather that this type of system plays a vital role in an employees career. In addition, having individual or team performance assessment rated from a customer will also be a game changer because it will provide intel to see if they are giving the appropriate amount of customer service whether that be over the phone or in person. Even comment cards can be used because it is written in a certain way for customer to leave what they feel we can sustain and improve on , which will provide strategy in the coming months. I would also take into consideration what a manager has to say about the individual or team but use that loosely because they aren’t around all the time and it could be a biased assessment.
Once an employee has been given an appraisal they are entitled to feedback. They will also be able to give feedback about their team and management to rule out unbiased people it will be done without names on the card and dropped off in a comment box for management to pick up. The 360 model is something I would use because when done correctly the manage can bring up everyone’s results and talk to them with constructive criticism to create a plan of personal development. We need growth in this type of company and if this growth from employees isn’t achieved then the company as well wont be able to grow.
Hunt, S.T. (2014). Common Sense Talent Management. Retrieved from https://www.vitalsource.com
REPLY TO-MARCIA
Performance evaluations are an important tool in determining how successfully an employee is contributing to a company’s overall goals and objectives. As Figure 6.1 shows, there are two main sides to performance management that must be considered when implementing an evaluation program (Hunt, 2014). The first of these is evaluating employee contributions which is how resource allocation is determined (Hunt, 2014). In other words, if the employee is performing well, then they will receive higher pay and better jobs. Accurate data must be collected in order to make the determination of how well the employee is performing in comparison with other employees within the company. The second side is that of guiding employee development which is used to determine what level of coaching and feedback an employee needs in order to be successful (Hunt, 2014). This side focuses on an employee’s strengths and weaknesses and then determines how these can be supported or improved upon accordingly. Performance evaluations and the resulting job performance ratings can greatly contribute to an employee’s ability to gain career advancement (Igbaria & Baroudi, 1995).
Walmart does not publish a great deal of information on exactly how they conduct employee performance evaluations, only that they do use what appears to be a rating scale system annually. A rating scale system evaluates certain key behaviors and goals for each employee regardless of their specific role (Leonard, 2018). Walmart evaluation levels include below standard, standard, above standard, and outstanding. Although this would seem to be a fair system, I believe that if Walmart took the time to perform 360 Degree Feedback evaluations, it would give a more accurate picture of each employee’s performance since they work with so many different supervisors and employees. 360 Degree Feedback evaluations require feedback from everyone that an employee works with which includes managers, co-workers, and even subordinates (Leonard, 2018).
Hunt, S.T. (2014). Common Sense Talent Management. Retrieved from: https://ashfordu.redshelf.com/course/course_details/46501/ (Links to an external site.)Links to an external site.
Igbaria, M., & Baroudi, J. J. (1995). The impact of job performance evaluations on career advancement. MIS Quarterly, 19(1), 107. Retrieved from: https://search-proquest-com.proxy-library.ashford.edu/docview/218114310?accountid=32521 (Links to an external site.)Links to an external site.
Leonard, K. (2018). What are the different types of performance appraisal? Chron. Retrieved from: https://smallbusiness.chron.com/different-types-performance-appraisal-1904.html (Links to an external site.)Links to an external site.
DISCUSSION 2-
Consider the proposition that HRM adds value to the firm. Also, examine the topic of “Marginal Utility Analysis” and how it is used to make a case about the value of HRM. How do HRM practices and systems add value to a firm? What is the basis for an argument for or against this proposition? Present your views in 200 words or more in your discussion post. Use at least one scholarly source in your response to support your ideas. Respond to at least two of your classmates’ posts. Remember to properly cite your sources.
REPLY TO KATHRYN-
Marginal utility analysis can be considered a cost-benefit analysis. When considering whether or not HRM adds value to an organization through the use of a marginal utility analysis, the answer is yes. HRM practices add value to organizations through the helping to attract, recruit, retain, and motivate top talent in the field. HRM also helps to coordinate business and organizational strategies with HR strategies in effort to fulfill positions and organizational needs so the organization can continue to be productive, meet goals and objectives, increase revenues, and keep customers and shareholders happy. HRM helps to implement and lead organizational changes.
In arguing against HRM adding value to an organization through the use of marginal utility analysis, one would have to consider if the HRM strategies were not aligning with business and organizational strategies, goals, and objectives, and why. This could be a result of miscommunication, going over budgets and having to cut costs elsewhere, improper training, improper training topics, improper job analysis, improper job and KSA matching, and many other reasons. If the HRM strategy does not align with the organizational and business strategy, then no, HRM would not add value to the organization due to the decreased productivity, high employee turnover, lower recruiting and retention rates, decreased branding, etc.
Walker (1994), discusses the future of HRM and its connection to adding value to organizations. Several activities that HRM helps with include matching resources to required KSA’s and open positions, managing performance, implementing and leading change, aligning employees and departments with organizational goals and objectives, identifying training needs and developing appropriate training, and managing change (1994).
Walker also lists several functions of HRM as including integrating employees and business issues with organizational strategy, integrating the HRM process with the management process, focusing on the HR impact of business decisions, and helping organizations to identify the roles and capabilities of each position (1994).
Some of the HRM activities that are being redefined include reducing overhead expenses, focusing time and resources that add the greatest value to the organization, reducing lower value activities, aligning staffing with business strategies, addressing employee-business related issues more promptly (Walker, 1994).
Finally, Walker addresses the idea of HRM as adding value to an organization’s competitive advantage by listening and anticipating employees and organizational needs, adding a highly competent workforce to meet customer and organizational needs, empowering employees, increased effectiveness and communication across the organization, increased speed and efficiency of an organization’s achievement of goals and objectives, increased efficiency of the use of technology to leverage talent needs, expense management, quality management and continuous improvement, and increased talent management and process workflows (1994).
References
Grocott, R. (2009). Applying Proramme Budgeting Marginal Analysis in the Health Sector: 12 Years of Experience. Expert Review of Pharmacoeconomics and Outcomes Research, 9(2), 181-187. Retrieved from ProQuest.
Walker, J. (1994). Integrating the Human Resource Function with the Business. Human Resource Planning, 17(2), 59-68. Retrieved from ProQuest.
REPLY TO DONALD-
I believe that human resources is a great asset to an organization. If the leadership of an organization doesn’t value human resources then they need to reevaluate their goals and strategies. Business leaders that value their human resources have an open door for communication that regards issues and strategies to bring them together so everyone can be on the same page. HRM practices and systems add value to a firm by providing guidance from a legal view and the system allows them to track a prospect until the time that they retire. These systems will also allow human resources to provide strategic value to an organization and allow the business leaders to make adjustments on analytics and personnel.
What is the basis for an argument for or against this proposition?
The argument is where human resources needs to be part of senior leadership to be able to make decisions which will increase employee productivity and ultimately the quality of employees that are retainable. Every companys best asset is their employees, if they can invest in them they will be better suited for the future. The value of human resources speaks volumes on how they can make or break an organization by just simply being their to build the frame of the company for the future.
Hunt, S.T. (2014). Common Sense Talent Management. Retrieved from https://www.vitalsource.com
ASSIGNMENT WEEK 4 IN APA FORMAT FOLLOW ALL INSTRUCTIONS Labor Market
Write a 700/800 word paper that: Describes the results of your assessment of the labor market from which your selected organization draws candidates for open positions. Explains the population, demographics of the population, levels of education, and how much training may be required to prepare new workers drawn from this pool for positions in the firm. Use regional economic corporations, US Department of Labor and other sources to provide data.
In addition to the requirements above, your paper: Must be double-spaced and 12 point font Must be formatted according to APA style Must include an introductory paragraph with a thesis statement Must conclude with a restatement of the thesis and a conclusion paragraph Must reference a minimum of two recent scholarly resources
Must include a reference page written in APA format
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