Jones6 - Genevieve Jones MG371-Management and Organizational Behavior Professor Sheila Fry 28 September 2014 Week 6 Homework Chapter 11-Topics for

Jones6 - Genevieve Jones MG371-Management and...

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Genevieve Jones MG371-Management and Organizational Behavior Professor Sheila Fry 28 September 2014 Week 6 Homework Chapter 11-Topics for Discussion and Action-Questions 1 & 4-6 1 . Discuss why it is important for human resource management systems to be in sync with an organization's strategy and goals and with each other. Human resource management systems include recruitment and selection, training and development, performance appraisal and feedback, pay and benefits, and labor relations. These systems need to be consistent with an organization's strategy and goals so that the organization can increase efficiency and effectiveness, quality, innovation, and responsiveness to customers. These objectives are the building blocks of competitive advantage, and therefore directly contribute to an organization's success and survival. If an organization chooses to pursue a low-cost strategy, the human resource systems need to be responsive to this strategy, and need to contain costs and find ways to do more with less. If an organization, instead, pursues a differentiation strategy and wishes to distinguish itself from the competition, human resources must attract, select, and retain the employees that will enable the organization to achieve its goal. Employees in every organization must be trained with the skills and abilities they need, and must be rewarded and motivated to ensure high performance at all levels. 4. Evaluate the pros and cons of 360-degree performance appraisals and feedback. Would you like your performance to be appraised in this manner? Why or why not? Performance appraisals and feedback are vital components of human resource management systems. Through appraisal and feedback, performance is evaluated and information is provided to
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employees that enables them to reflect on their performance and develop plans for the future. The 360- degree approach allows a wider range of people to evaluate and give feedback on an employee’s performance. A manager might conduct a self-appraisal, as well as receive feedback from peers, subordinates, superiors, and even customers and clients. Some advantages of 360-degree appraisal are that employees are able to get more than one perspective, and that people who work closely with the employee on a day-to-day basis can give feedback on overall performance, not just once a month or once a year. It is also a useful technique for meeting customer needs. It is sometimes easy for members within an organization to lose sight of the customers' perspectives, and 360-degree appraisal brings the customers' viewpoints into the larger picture. Some disadvantages include the possibility of spiteful evaluations from disgruntled subordinates, especially if evaluations are anonymous, coerced positive evaluations from intimidated employees, or misguided evaluations from employees who are not knowledgeable enough about the job they are evaluating.
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