Discuss the below:
Performance management
Many organizations utilize activities that express employee performance. When they have sales goals or performance bonuses based on achievement of goals through comparison of employee performance. Performance management helps an organization find the right people and resources for the job in their organization.
There are several areas that Performance Management can increase productivity or motivation with employees. If an employee is lacking motivation or is becoming less productive in his/her position they may need more challenges or incentives to get the job done.
If a business has been in service for twenty years and has not changed much of their processes they would benefit from an evaluation of their functioning departments and the employees who work in them. They stand to get a better return on their investment. The auto companies that downsized during the slump in the economy had figured out that contracting their employees may save them money by not paying for their benefits or bonuses. Another evaluator tool would be to place the existing employees in the positions where they are the most effective.
Many organizations are placing strategic plans in place which monitor the goals and strengths and weaknesses of the company. This gives all of the stakeholders an opportunity to see the progress and find ways to improve on existing functions.
Readings
Read Chapters in Human Resource Strategy.
Discussions
1. Aligning Performance Management with Strategy
Read pages 141 -149 from the course text and imagine a performance evaluation system that promotes roles, behaviors, and work outcomes appropriate to achieve organizational strategic objectives throughout the firm. 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 or another system? Present your views in 200 words
2. HRM Adds Value to the Firm
Find an article through ProQuest that discusses 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 does HRM practices and systems add value? What is the basis for an argument for or against this proposition? Present your views in 200 words