Assignment:
The purpose for a discussion around feedback and human resources revolves around strategy. "Taking a strategic approach to HR management involves abandoning the mindset and practices of personnel management and focusing more on strategic issues than operational issues" (Mello, 2015, p. 150). In this quoted statement the mention of personnel management would align well with the annual review process. A more strategic approach would be focused on a feedback culture which would provide information to and from the employee in a process that occurs more than once per year. Consider for a moment mentoring program. "Mentoring programs ideally mesh the needs of individual employees and those of the organization under the stewardship of a responsible individual senior to the individual being mentored" (Mello, 2015, p. 212).
The leader of the employee is already in the position to provide a very similar experience to that of a mentor. Van Duzer (2010) mentions that change comes from the outside and as those of faith, Christians are to seek opportunities to work in the transformation, redemption, and reconciliation of the fallen world. The research and literature review would take place around the idea of a case study investigating what exists between that of an annual review and a mentorship. With the evolution of the ever-changing business world and the complexities which global competition and technology has brought one has to wonder if the annual review remains a relevant process.
Human resource development is strategic around the process of feedback. The more feedback which can be received allows for greater opportunity for growth. This supports the view of Hardy (1990) that we cannot meet all of our own needs by ourselves. "Our lack of self-sufficiency necessarily draws us together into an interdependent society of persons" (Hardy, 1990, p. 60). The Bible states that "Whoever heeds life-giving correction will be at home among the wise. Those who disregard discipline despise themselves, but the one who heeds correction gains understanding" (Proverbs 15:31-32, NIV). The strategy around such research could provide valuable insight into what work needs done within the area of annual reviews and feedback. This would provide information for strategy in the realm of human resource development.
References
Akin, Z., & Karagozoglu, E. (2017). The role of goals and feedback in incentivizing performance. Managerial and Decision Economics, 38(2), 193-211.
Besieux, T. (2017). Why I hate feedback: Anchoring effective feedback within organizations. Business Horizons, 60(4), 435-439.
Hardy, L., (1990). The fabric of this world: Inquiries into calling, career choice, and the design of human work. Grand Rapids, MI: Wm. B. Eerdmans Publishing Co.
Jhun, S., Bae, Z.-T., & Rhee, S.-Y. (2012). Performance change of managers in two different uses of upward feedback: A longitudinal study in Korea. International Journal of Human Resource Management, 23(20), 4246-4264.
Mello, J. A. (2015). Strategic human resource management (4thed,). Stamford, CT: Cengage Learning
Van Duzer, J. (2010). Why business matters to God: And what still needs to be fixed.Downers Grove, IL: InterVarsity Press.