Resources.
Textbook: Human Resource Management (attached)
Article: 20 Common HR Metrics and their Formulas (https://www.yourerc.com)
Article: Winning on HR Analytics: Leveraging Data for Competitive Advantage (Online)
Article: 20 Common HR Metrics and their Formulas. .” (https://www.yourerc.com/blog/post/20-Common-HR-Metrics-and-their-Formulas)
Website: Society for Human Resource Management. (Online)
Background Information.
Performance Management and Appraisal
Before appraising performance, managers should understand certain basic concepts in performance management and appraisal. Stripped to its essentials, performance appraisal involves setting work standards, assessing the employee’s actual performance relative to those standards, and providing feedback to the employee. Managers should appraise employees based on the criteria previously assigned, and the actual standards should be specific, measurable, attainable, relevant, and timely.
There are several basic techniques managers use for appraising performance:
Whichever tool you use, the appraisal should provide information on which to base pay and promotional decisions, clarify for the employee important company-relevant goals, develop a plan for correcting deficiencies, and support career planning.
In terms of specific techniques, the graphic rating scale lists a number of traits and a range of performance for each. Managers here use generic dimensions such as quantity, or focus on the job’s actual duties or on competencies/skills.
With the alternation ranking method, you rank employees from best to worst on a particular trait.
The paired comparison method means ranking employees by making a chart of all possible pairs of the employees and indicating which is the better employee of the pair.
Many employers use the forced distribution method, which is similar to grading on a curve. Here, you place predetermined percentages of appraises in various performance categories.
Regardless of the specific methods used, the manager may want to maintain a record of critical incidents, uncommonly good or undesirable examples of employees work behavior, to review with the employee
Using HR Metrics to Gain High-Performance Human Resource Management
Weve seen that strategic human resource management means formulating HR policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic goals. Being able to measure results is important to the process.
Managing Global Human Resources
The internationalization of business influences employers’ HR processes. The big issues are coping with the cultural, political, legal, and economic differences among countries.
Staffing the global organization has distinct challenges. Companies use staffing strategies such as home-country nationals, or third-country nationals. Offshoring refers to companies that have moved all or part of their operations to another country and local employees in that country do the jobs that domestic employees previously did in-house. Employers seek to gain cost advantages by offshoring. Culture is a key component to managing HRM on a global scale. Understanding culture but also appreciating cultural differences can help the HRM strategy be successful in any country (Human Resource Management, 2016).
Several areas are addressed by HR, such as: training in cultural differences, language skills training, decisions regarding compensation, long-distance appraisal process, labor relations issues, and so forth.
Instructions.
Refer Chapter 10: Managing Employee Performance , Chapter 11: Employee Assessment and the article Winning on HR Analytics: Leveraging Data for Competitive Advantage. Also consider your personal knowledge and experience; and any relevant resources to facilitate scholarly, well developed responses to the discussion questions.
Navigate to the threaded discussion and respond to the following using the same boldface headings below in your post:
Appraisal Methods: Performance appraisal means evaluating an employee’s current and/or past performance relative to his or her performance standards. Performance appraisals involve (1) setting work standards, (2) assessing the employee’s actual performance in comparison to the standards, and (3) providing feedback to motivate in order to eliminate performance deficiencies or to continue high performance. Reflect on your own personal experience with performance appraisal:
(i) Identify one performance appraisal method with which you are familiar.
(ii) Provide the textbook definition for that particular performance appraisal (from our current textbook or other valid resource).
(iii) Describe the pros and cons of the performance appraisal as identified in the textbook or other valid resource.
(iv) Tell about your own personal experience with its use and whether you would recommend the continuation of the method or the suggestion of another.
(V) Option: If you have had no personal experience with an appraisal method, then select one appraisal method that you think would be ideal for your current position or a position with which you are familiar. Once selected, answer the same questions i. – iii. above, and for iv., tell why you selected the performance appraisal method.
(b) HR Metrics: According to the web page article, “20 Common HR Metrics and their Formulas.”
HR metrics and measurements can be powerful in showing areas where we could improve and better meet the needs of our organization and its employees. They can also provide meaningful data to help us make good decisions for our business and department (“20 Common HR Metrics and their Formulas,” 2014, para 1). Let’s follow these steps to increase our understanding of HR Metrics.
**Answer the following questions:
(1) What metrics do you think are most crucial to your organization? Why? (Identify at least two (2) metrics and provide the formula that would be used for each.)
(2) What data or information needs to be gathered or tracked to calculate these metrics?
(3) How will the data be analyzed or benchmarked? In other words, what will you compare the data to?
(4) How will the analysis be used for action planning, development/ improvement, or problem solving?
(c) Going International: You are the president of a small business. What are some of the ways you expect “going international” will affect HR activities?
The paper should be 200-300 words in length and supported by at least 4 sources properly cited and referenced:(a) Human Resource Management textbook, and (b) an academic journal article obtained through OCLS.
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