Expert answer:Response to peer
Solved by verified expert:attached is the peer response instructions. there are two different
discussions in which require responses to students. I have posted the
original discussion instructions and the response instruction are
labeled in red. Each discussion requires a total of two responses (two
students) for each discussion. Please read the instructions carefully.
Utilize one outside source to support the response. Please let me know
if you have any questions.
discussion_peer_responses.docx
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Initial Discussion Instructions:
Performance management is an important HRM function as it is the processes and actions taken
to align employee performance with organizational objectives. After reading the article, “Ten
Biggest Mistakes Bosses Make In Performance Reviews.,” discuss three mistakes you have
experienced or witnessed in the workplace. What would be your recommendations to correct
these mistakes?
Response instructions:
Please respond to two of your peers posts with a minimum of 150 words. Do you agree with the
student? You may ask questions to extend their thinking. Utilize one outside scholarly source to
support your response.
Student 1:
Too Vague- I have had performance reviews that took less time than it did for me to walk to my
managers office. I was just given a score, told i was doing a good job and to keep up the good
work. There was not any specifics pointing out the areas i did well in and the ones where i could
improve. There was also no discussion or anything. I feel like that was not taken seriously. There
was not talk about how i was feeling or how i think i was doing or if i had any plans for my
future with the company. To improve this situation there should be more time and effort spent on
the meetings from the managers side. This is a good opportunity to find out what the employees
are thinking and feeling and i feel that my manager missed out.
“Employees’ attitudes have a direct influence on their productivity, as well as on the organization
al culture as a whole. (Youssef, 2015).
No recognition for doing the work of three people- I used to work in the kitchen of a restaurant. I
worked thee a little over three years and the last year i was the was the most difficult.
Restaurants are know for having a high turn over rate for employees but it seemed that every
other week someone would quit. The worst part was the last 3 months i was there. At the
beginning of the end i was the only person working in the kitchen. I was there all day for 6 days
a week and more often than not my managers would try to call me in on my day off. This meant
that every time we hired someone i would have to do to the work of multiple people and have to
train the new employee. The mangers rarely gave me positive encouragement and never
recognized how hard i was working even though i was there more hours a week than they were.
In this particular situation it would have helped if my managers were more supportive. They
relied on me so much it would have been nice to be informed about new applications or possible
interviews. Anything to help me know that there would be an end to the misery.
No follow-up- My girlfriend works in a humane society. She used to work directly with the
animals but now she does more adoptions and animal pick ups. She found that she has more
down time in this position and spends that time working on things like updating forms and
organization. Because she is not a manager she needs approval to make these changes. Her
manager suggestion creating a list of things that need to be done and once a month they could
meet up to go over them so my girlfriend could get the go ahead. This was months ago now and
they have never had a meeting. My girlfriend has the lists and is trying to meet with the manager
but is always told that it is not a good time and nothing ever comes of it. For this scenario there
needs to be some organization. There needs to be an office hours or a drop box system. Just
something that will allow time to make these improvements in a timely fashion instead of being
pushed aside and forgotten.
Student 2:
1. No preparation
At my current job, I used to have a manager who used to copy and paste the previous
year’s comments when she did the performance review. It was always a last-minute thing for her
as well. She never looked far into the future. That’s one of the reason, she is no longer working
with us.
Recommendation to correct the problem:
You cannot do anything “on the fly” and expect satisfactory results. Being prepared is
always a good habit and you would get better results. It doesn’t give you the last-minute stress
either.
2. No pats on the back
My current manager never really says anything to us when we do something good. He
very rarely offers a thank you or congrats on a job well done. It seems like he thinks in way that
the employees doing their job are getting paid and that’s enough. As long as the work is done
properly and on time, he won’t even come out of the office to talk to us.
Recommendation to correct the problem:
It does not take very much effort to thank an employee for a job well done. Thanking the
employee when he or she does a good job would only encourage him or her. Even a small thank
you note on their desk would be enough. It is just to show the employee that the manager is
observing and appreciating what the employee has done well.
3. No recognition for doing the work of 3 people
I was working as a cashier at a shoe store a few years back. We had 4 employees working
per day. It was a snow storm Saturday when one of the employees had a family emergency and
had to leave 2 hours into his shift, and only 2 of us were working that day. Even though I was a
cashier, I has to help my coworker stocking shoes and cleaning up after customers. On top of that
we had to move shoes due to the season change. When our manager came to work on Monday,
she didn’t even appreciate us doing the 4 people’s job even though we had mentioned scenario to
her. Even though we over worked that day, it didn’t seem to have our manager cared about it. I
am sure she was happy we didn’t leave anything behind, but just wouldn’t show it.
Recommendation to correct the problem:
My manager could have at least say that she was grateful. If she would have mentioned
what happened that day to the head office, that would have been a motivation for the employees.
She could have call out our names during the monthly meeting in front of all the other
supervisors and employees, we would have been satisfied. Sometimes, the word “thank you” is
much more valuable than money.
Discussion 2 Instructions:
What are the goals of employee selection? Compare and contrast two selection methods and how
these selection methods impact the achievement of organizational objectives?
Responses Instructions:
Please respond to two of your peers posts with a minimum of 150 words. You may ask questions
to extend their thinking. Utilize one outside scholarly source to support your response.
Student 1:
The Goals of Employee Selection
“The HR department attracts, hires, and retains the right employee’s, and it makes sure they are
performing according to expectations” (Youssef, 2015, para 1) The goal is to make sure the
employee will bring benefits and stay course to why they are hired. When sticking with the tasks
and job requirement, this is considered an asset to the company. As Youssef (2015) said, “On
the other hand, choosing the right people will enable the organization to compete more
effectively and attain its goals and objectives”. “The goal of the selection process is to identify
the best candidates who possess the most influential qualities a job requires and who fit the
organizational culture well. These qualities include a combination of critical KSAOs;
appropriate experience and education, and personal characteristics, traits, and attitudes”
(Youssef, 2015, para 17)
Compare and Contrast Two Selection Methods
Job Applications and Resumes: Applications and resumes have a downfall due to the amount
of them received by HR. This can prove challenging when selecting the proper
candidates. Applications primarily gather basic information about a person and groups them into
four main categories; contact information, work experience, education, and signature. Resumes
are under control better because the applicant restricts them. This presents bias and untruths that
will not show in just an application. They highlight personal experiences and themselves.
Testing: The organization can place an aptitude test which helps see which candidates will easily
learn the job in the future. It tests reception, comprehension, and retention levels. There can
also be physical testing and intelligence testing to determine productivity and performance.
There are also work sample tests, such as, keyboarding or high-volume machine operations.
Achieving Organization Objectives
“As emphasized in every chapter, the purpose of the HRM process is to help an organization
achieve its goals through enhancing the effectiveness of its people” (Youssef, 2015, para 6?
“Nonstandardized assessment methods compromise the reliability and predictive validity of
employee-selection systems and expose the hiring process to idiosyncratic beliefs and biases of
decision makers” ( Nolan, K.P., Langhammer, K., & Salter, N.P., 2016, para 1)
Student 2:
The goals of the employee selection is to “match an applicant with the organization or culture
and maintain that match during the term of employment” (Youssef, 2015). Be aligning the
individual to serve in the appropriate job, it will reinforce the organizations goals. For example,
a high school student that has no experience could serve as a cashier or floor associate. What
criteria is recommended for each differs. An individual capable of lifting more than 15 pounds
and constantly moving would fit the criteria of floor associate; an individual with a friendly
personality and answering inquiries would best fit a customer service position.
There are several measures of selection, and it is dependent upon the organization. Interviews
and testing procedures. Interviews allow the employer to conduct a face to face and personable
interview. The types of interviews depend on the hiring processes. “Unstructured interviews” is
a type of “guided” interview that allows the employer to move onto different questions
dependent upon the interviewee. Unfortunately, this process as stated in our text had been
challenged due to probable discriminatory practices (Youssef, 2015). Structured interviews is a
list of “pre-established” questions allowing more validity and reliability (Youssef, 2015).
The Structured interview is similar to the testing processes. The testing process test applicant’s
cognitive abilities as well as potential productive and performance measures. Although tedious
and time consuming, this can help the organization analyze and narrow the potential applicants.
The end state is for the organization to optimize and obtain the best candidates to fit the values,
mission, and goals. To be successful and create opportunities and align with the objectives of
both employee and employer.
…
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