Weeks 6–7: Assessment and Evaluation: Performance Management
How can performance management make an organization effective?
The HR department must monitor the HR operating plan periodically to ensure that intended strategies are being met, and continuously assess the rapidly shifting environments within which it operates. This is achieved by establishing HR metrics that monitor the progress of the HR strategies implemented. After an HR operating plan is created, changes in the business environment could result in the original planned actions that support the strategies becoming less effective. Rarely, the strategy itself is impaired. As a result, adjustments might need to be made. In this 2–week unit, you examine the concept of assessment and evaluation as it relates to monitoring the implemented strategies and, overall, to organizational performance management.
Discussion 1: Performance Strategies (D1–W6)
Participants:
Why is it important to measure organizational performance through HR metrics? How might individual performance strategies be aligned with HR and organizational strategies?
An HR operating plan consists of various strategies that are aligned with the organization’s mission, vision, and its larger strategies. Departments often develop performance goals as action steps that support organizational HR strategies identified to improve overall organizational performance. For this Discussion, you explore how various pay–for–performance strategies might support several organizational objectives and the HR operating strategies related to organizational performance.
By Day 3 of Week 6
Based on this week’s readings and your own academic research, respond to the following discussion questions/prompts in the Discussion 1 – Week 6 thread:
· Explain how pay–for–performance strategies may align HR and organizational strategies.
· Explain how the combinations of individual versus team and monetary versus non–monetary compensation decisions affect achievement of HR strategies. Provide one example.
· Describe one way HR can predict if an incentive is desired by the workforce.
· Suggest one way supervisors can be held accountable for reducing voluntary turnover and developing successors.
