UOPX HRM 300T - Performance Management Systems

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What is the purpose of performance management systems within an organization? What are some ethical concerns of performance management systems? How can a human resource management (HRM) department ensure a performance management system is ethical?The purpose of the performance management system within an organization is thatit gets Feedback which is open communication between employers and employeesanother purpose is Development which is how an employee has progress in thecompany far as his skills and trainingand the expectation for the job he or sheishired for.The next purpose is Documentation inwhich the company has to evaluateand tell how an employee is doing at his or her job in writing. Some ethical concernsare that the employer must be bias-free as far as there is no mismanagement of it'semployees an that they must be treated fair and have equal treatment for diversity inside the workplace. Human Resource Management can ensure that a system is ethical by making sure to adhere by the practices of theequal employmentopportunity law that requires organizations to objective within the company andthat they are reliable and valid.Response 2The purposes of having an effective performance management system within an organization are feedback, development, and documentation. DeCenzo and Robbins (2007) states that, “Without proper two-way feedback about and employees’ effort and its effect on performance, we run the risk of decreasing his or her motivation” (p. 256). Performance management can help identify important strategy advantages or areas of need that can be acquired by the workers before the competition. Therefore, the results of a company are strongly determined by the ability to convey leaders and align individual performance goals with the strategic objectives of the business. What are some ethical concerns of performance management systems? An ethical concern may be that the lack of training in how to evaluate an employee’s performance may lead appraisers to make judgment errors or permit biases into the process.  How can a human resource management (HRM) department ensure a performance management system is ethical? HRM department must properly develop and implement performance management system process by being reliable and valid. DeCenzo and Robbins (2007) states, “The performance appraised must be conducted according to some established intervals, and appraisers must be trained in the process” (p. 260). HRM can also ensure a performance management system by three approaches, such as absolute standards, relative standards, or outcomes. ReferenceDecenzo, D. A., & Robbins, S. P. (2007). Fundamentals of human resource management (9th ed.).Hoboken, New Jersey:John Wiley & Sons,


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UOPX HRM 300T - Performance Management Systems

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