Which type of performance evaluation you thinks works best, a criteria based or a competency based evaluation.
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Which type of performance evaluation you thinks works best, a criteria based or a competency based evaluation.
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- When the idea first occurred to her, it seemed like such a win-win situation. Now she wasn't so sure. Marge Brygay was a hardworking sales rep for Inspire Learning Corporation, a company intent on becoming the top educational software provider in five years. That newly adopted strategic goal translated into an ambitious, million-dollar sales target for each of Inspire's sales reps. At the beginning of the fiscal year, her share of the sales department's operational goal seemed entirely reasonable to Marge. She believed in Inspire's products. The company had developed innovative, highly regarded math, language, science, and social studies programs for the K— 12 market. What set the software apart was a foundation in truly cutting-edge research. Marge had seen for herself how Inspire programs could engage whole classrooms Of normally unmotivated kids; the significant rise in scores on those increasingly important standardized tests bore Out her subjective impressions. Bur now, just days before the end of the year, Marge's sales were $1,000 short of her million-dollar goal. The sale that would have put her comfortably over the top fell through due to last-minute cuts in one large school system's budget. At first, she was nearly overwhelmed with frustration, but then it occurred to her that if she contributed $1,000 to Central High, the inner-city high school in her territory probably most in need of what she had for sale, they could purchase the software and put her over the top. Her scheme would certainly benefit Central High students. Achieving her sales goal would make Inspire happy, and it wouldn't do her any harm, either professionally or financially. Making the goal would earn her a $10,000 bonus check that would come in handy when the time came to write out that first tuition check for her oldest child, who had just been accepted to a well-known, private university. Initially, it seemed like the perfect solution all the way around. The more she thought about it, however, the more it didn't quite sit well with her conscience. Time was running out. She needed to decide what to do. 1. Donate the $1,000 to Central High, and consider the $10,000 bonus a good return on your investment.What are some of the performance management challenges that must be addressed, no matter what the system?Identify two companies that have time-based strategies, and two that have quality-based strategies.
- What effect do you believe benchmarking has on a company's performance? Justify your response using relevant examples.How is the internal and external evaluation differs in the case of HRP and Strategic Planning? Consider the differences in context, scope, objectives, stakeholders, and methods. Lastly, how does one builds on the other?what are the competency models and what are they used for?
- CASE STUDY HOW THEY RUN PERFORMANCE MANAGEMENT AT GOOGLE When it comes to the unprecedented scale of success and growth, one company reigns supreme: Google. Started as a research project in 1996 by then Ph.D. students Larry Page and Sergey Brin at Stanford University, Google has become a multinational technology company with industry leadership in internet-related services and products. HOW DOES PERFORMANCE MANAGEMENT WORK AT GOOGLE? Performance reviews are customized to provide great results for Google’s smart creatives. Senior Vice President of People Operations Laszlo Bock provides great learnings about their performance management in his book titled 'Work Rules'. Googlers first identify a group of peer reviewers for each employee, which also includes co-workers that are junior to them. Google has abolished numerical ratings in April 2014, so each Googler is now subjected to a five-point scale ranging from “needs improvement” to “superb”. Carried out semi-annually, peer reviewers…CONTROL Write a short essay that explains how the balanced scorecard is different to the traditional ways of measuring the performance of a company. Explain each of the perspectives used in the balanced scorecard illustrating each with an example.During his annual appraisal, Varun was informed that he was not successful in achieving his designated goals for last year. Based on his record , his manager has now suggested his name for a few trainings. Analyze and explain which kinds of needs assessment would be most appropriate in this case. What methods can be used for this analysis?
- What are the six characteristics of a good performance measurement system?The balanced scorecard approach to performance measurement is not always the most useful to measure performance for an organization. Using supporting evidence, discuss the validity of this statement.Develop Specific Performance Measures?