HRM Case Study
Appraisal Reviews
Columbia Southern University
Abstract Appraisal Reviews are the subject of ever firm across the globe. How we conduct these reviews and assess the feedback can be a major obstacle for a firm to address. These reviews are a guided mark with the firm to help review the employee and provide important feedback while also assessing future career implications
Appraisal Reviews
Performance Review Takes a Page from Facebook
Meeting the Criteria
The Performance Multiplier and Rypple meet some of the criteria for performance management system. It meets the fit with strategy criteria by introducing a new system designed to make implementation of performance appraisals easier on the manager and employee to communicate. No longer are you in a face to face setting. The social network based system allows you to place your comments and questions with well desired thought. This action takes place on both the manager and employer side of the communication. You can provide feedback and respond accordingly to the operations of the system. The validity of the information may be of concern to the employee. You may still measure validity off of attendance records and efficiency standards but how relevant is the information as a means to the employees overall contribution to the company based on all duties performed outside of regular duties. The reliability issue can be addressed while adhering to any concerns by the manager about performance. These are also addressed on the social network site. Performance can not only be measured by efficiency standards but also communication with peers such as interpersonal communication and organization skill attributed to the job performance. Is the network reliable? This may be a concern for the employee. This is no longer discussion used in a talkative manner. It is a written record on conversation. For security purposes;
Columbia Southern University
Abstract Appraisal Reviews are the subject of ever firm across the globe. How we conduct these reviews and assess the feedback can be a major obstacle for a firm to address. These reviews are a guided mark with the firm to help review the employee and provide important feedback while also assessing future career implications
Appraisal Reviews
Performance Review Takes a Page from Facebook
Meeting the Criteria
The Performance Multiplier and Rypple meet some of the criteria for performance management system. It meets the fit with strategy criteria by introducing a new system designed to make implementation of performance appraisals easier on the manager and employee to communicate. No longer are you in a face to face setting. The social network based system allows you to place your comments and questions with well desired thought. This action takes place on both the manager and employer side of the communication. You can provide feedback and respond accordingly to the operations of the system. The validity of the information may be of concern to the employee. You may still measure validity off of attendance records and efficiency standards but how relevant is the information as a means to the employees overall contribution to the company based on all duties performed outside of regular duties. The reliability issue can be addressed while adhering to any concerns by the manager about performance. These are also addressed on the social network site. Performance can not only be measured by efficiency standards but also communication with peers such as interpersonal communication and organization skill attributed to the job performance. Is the network reliable? This may be a concern for the employee. This is no longer discussion used in a talkative manner. It is a written record on conversation. For security purposes;
References: Noe, R.A., Hollenbeck, J.R., Gerhart, B., & Wright, P.M. (2011). Fundamentals of human resource management (4th ed.). Chicago, IL: McGraw-Hill.