1. What new information did you learn that you did not know before?
Brief paragraph (100 words) for each article
Article 1: Reinventing Performance Management(100 words)
Article 2: “People Analytics” Through Super-Charged ID Badges(100 words)
Article 3: Death to the Performance Review: How Adobe Reinvented Performance Management and Transformed Its Business(100 words)
2. What aspects of the articles do you agree or disagree with? Why?
Based on all article for answer (100 words)
3. What questions do you have regarding the articles?
4. Response to at least four other student questions.
Question A: Have you ever been an employee of a company who utilized sociometric (sensor) badges? What was your experience like? If you haven’t been, would you be comfortable opting-in to a program which collects data via a badge? What concerns might you have?
Question B: I wonder if having “check-in’s” or “real-time truth” shape better leadership/management within companies. Many companies promote employees that work hard or seem to know what they are doing, but the issue is that many of those people don’t seem to know how to be a leader or how to delegate. By having on-going dialogues, maybe the education of leadership is easier, more persistent, and more quality-driven?
Question C:In this week’s module, the topic of employee wellness was discussed and it led me to consider an interesting angle that some companies might overlook. The main goal of employee wellness is to encourage employees to adopt healthy habits in the workplace but my concern is that it might go too far in some areas. Adapting new polices might mean forcing some employees into a lifestyle change that they either don’t want or have no interest in which could cause conflict. My question is whether or not its possible for employee wellness programs or policies to be an overreach of authority by a company? I’ll explain my point of view that prompted this question: let’s say that a company decided to replace all of the snacks or meals in its dining area with healthier options, while this might appeal to some employees there might be other employees who feel that the company is removing their right to make their own dietary choices. How does a company handle these types of scenarios and what happens if some of the employees object to the newer policies or programs that are implemented? The concept of employee wellness can be beneficial to a company’s budget but it might present additional unforeseen problems.
Question D: In the Performance Management lecture materials, there was information on Workforce Promotion Models, which uses digital mapping of the company’s global resume database and employee profile data to perform an analysis on candidates and employees which finally assigns a promotion success score based on data. Do you think it’s a “smart” strategy to rely solely on the success scores for promotion? Since the analysis are comprehensive and data supported. If no, what are some other factors that could be considered?