HRM 530 Strategic Human Resource Management Week 6 Discussion 2, Performance Measurement, business and finance homework help

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"Performance Measurement" Please respond to the following:

  • Imagine you are working at an ice cream shop. It is the middle of summer, the shop’s busiest season, and the electricity goes out during a storm. Rank the actions that you should take in order of importance, as your performance will be measured regarding your immediate actions.
  • Assess the advantages and / or disadvantages of having more than one source of performance measurement within a company. Support your position with examples. Of the performance measurement sources you provided, select one that you believe your current or previous company could benefit from and explain why.

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Strategic Human Resource Management HRM530 Measuring Performance and Providing Feedback Stewart, G. & Brown, K. (2008). Human resource management, (1st ed.). Hoboken, NJ: John Wiley & Sons. Objectives • Upon completion of this lesson, you will be able to: – Design processes to manage employee performance, retention and separation Strategic Performance Management • Assessing and communicating employee contributions • Merit-based systems – Recognizing and rewarding high performance • Parity-based systems – Encourage cooperation – Focus on processes rather than outcomes Performance • Contributions individuals make to the organization • Task performance • Citizenship behavior • Counterproductive behavior – Production deviance – Property deviance – Political deviance – Personal aggression Measures Performance • Performance appraisal • Objective measures – Quantitative based on outcomes • Subjective measures – Based on judgments • Rating errors – Central tendency – Contrast error – Halo error – Recency error Types of Performance Appraisals • Narrative ratings - Written description of performance • Graphic rating scale - Numerical rating for work dimensions • Forced ranking - Rank all employees • Forced distribution - Certain percents of employees placed in each category Feedback • How they are doing and where improvement can take place • Positive – Messages communicating high performance – Leads to higher motivation when except benefits from continued performance • Negative – Message communicating low performance – Seen as criticism become less motivated and experience conflict Summary • • • • • • Merit-based systems Job performance General performance dimensions Performance appraisals Performance ratings Feedback HRM 530, Strategic Human Resource Management Week 6 Learning Outcome: Design job and task analyses that align with the overall HRM strategy. Article: The Role of Subordinates in 360 Feedback http://www.sigmaassessmentsystems.com/articles/360subordinateappraisals.asp Article: Strategic Use of Assessments to Power Development http://www.hreonline.com/HRE/view/story.jhtml?id=156838048 Provided by Dean Tanya Moore Adapted by Adjunct Professor Lewis
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Running head: PERFORMANCE MEASUREMENT

Performance Measurement
Name
Institution

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PERFORMANCE MEASUREMENT

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Performance Measurement
Assuming that the electricity goes off yet, I am handling a large customer traffic; I
would take the following actions. The first thing I would do is to call the support team to
arrange for immediate power supply if that is applicable. That can involve preparing a power
generator to generate electricity. The second step...


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