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In need of (2) substantive replies of 125 words each to (2) different post. MGMT

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In need of (2) substantive replies of 125 words each to (2) different post. MGMT 310 Topic: Human Resources Peer replies to further the conversation Student replied to at least two (2) classmates’ posts and each reply includes at least three (3) to four (4) sentences relating the classmate’s post to at least one (1) question/point of the Discussion Prompt. Responses are substantive and encourage discussion by proposing a different point of view supported by an attribution to a source, personal example, or personal application. All responses include related follow up questions to promote continued discussion. Forum Post 1: Hi class. This is a topic that I have experience with, and I think is incredibly important for employers and employees. In my opinion, everyone should have a performance review at the minimum of once a year. When a new employee is hired, it should start at 6 months, and then one year, followed by a yearly review for future. This should apply in every industry from corporate, to restaurants, to fieldwork, and more. The review process is done in private with a supervisor. Where it becomes tricky is when you are at the top of the chain of command. How does the person at the top get evaluated, and by whom? Often times that person does not get a review, which is understandable, but reviews are important because there is always room for improvement. The performance reviews are usually a good thing, especially when there is a system for the company. A lot of companies will have the employee fill their own out on themselves, and then compare that to management during the review. When I had my review with the State of PA, the person who completed it with me and discussed it was the Representative herself because I am her chief of staff. Both the 6 month and 1 year reviews in my opinion were pretty useless and sorta awkward. My reason for saying that is the representative and I are close friends, and have been for years. Usually if there is something I did wrong, she addresses it at the time, and does not wait for the review. My reviews have always been positive with no constructive criticism. This is problematic because I know I am not perfect, and there is always room for improvement! As the office manager & chief of staff, I do the reviews for my other employees. I also have good relationships with them. I try to keep a line between professionalism and friendship because I know that can be a difficult dilemma. I keep the reviews positive, but give constructive criticism on things they can approve on, such a punctuality etc. As someone who has been given reviews, and administered them, I can say they are overall a great thing, but in some situations can be problematic. Forum Post 2: Good evening Class, The biggest weakness I’ve noted in performance evaluations in my personal experience is the time lapse. Performance evaluations are only done once a year. The problem with that is a lot of things can change in a year. You can take on several different projects during the year and the manager may not remember them. Or, you took on more responsibilities but those responsibilities just phased into what you normally do without anyone remembering that you didn’t before. That, in my opinion is a big weakness in the annual performance evaluation. From personal experience I can remember a job where I took on a lot of extra responsibility, saved the company the equivalent of two years salary, simplified multiple processes, renegotiated contracts, and several other things. All within one year. At the performance evaluation I had to remind my supervisor about all the things I did that year. This wasn’t the first or the last job where it was completely forgotten all the things I had done. One of the ways to alleviate this problem is to either have the performance evaluations on a more frequent basis. A quarterly review of performance and goals would help in making sure that employees are getting the credit they deserve for the hard work they do. Conversely, if the employee is not meeting goals then you have a timeline of deteriorating performance. What I’ve learned to do is to keep track of when I take on different projects, to record them in a document, the stats at the beginning of the project, how I accomplished the goal, and the end status of the project. I also include if I collaborated with anyone, if there were any savings or efficiency increases, and any other pertinent information and documentation. This way when I go into an annual performance evaluation I can present to my boss what I’ve done. Prompt W3: Human Resources There are advantages and disadvantages with evaluation tools, depending upon what is being measured and how the tools are implemented. Sometimes, the weakness in a performance evaluation process can be remedied by selecting a more suitable tool, to address the criteria being measured. However, even the most appropriate tool will render less-than-best results, if not properly utilized. Read the information at the links below before responding to the discussion question this week. Interesting insight into performance reviews: https://www.manager-tools.com/forums/yes-everyone-really-does-hate-performance-reviews-0 Another one: http://ezproxy.apus.edu/login?url=https://search.proquest.com/docview/315684409 Interesting Article: Get Rid Of Performance Reviews? Sure, But What Do You Replace Them With? http://www.eremedia.com/tlnt/get-rid-of-performance-reviews-sure-but-what-do-you-replace-them-with/ Based on your own experience, what is the most serious weakness in the performance review process? How can it be changed? I have attached the textbook for this course.
Requirements: .doc file | APA | Discussion | 1 pages, Double spaced