Looking for help in reviewing an assignment. It only needs to be about 300-500 words that incorporates all of the below. I have started some of it but would like someone with more knowledge than me to

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Looking for help in reviewing an assignment. It only needs to be about 300-500 words that incorporates all of the below. I have started some of it but would like someone with more knowledge than me to look it over and interject where needed.


The assignment is

:

As an HR professional why would it be important to understand performance management technology and e-compensation?

Specifically tell me some of the positives and negatives of performance management technology.

Lastly, tell me about ONE of the four e-compensation objectives listed in our reading material and also tell me about the e-compensation tools that were recommended to address the objective that you picked. (The objectives this question is referring to are Internal Equity, External Equity, Individual Equity, and Strategic Administration. From the book The Brave New World of eHR by Gueutal, H. (2005).).

Looking for help in reviewing an assignment. It only needs to be about 300-500 words that incorporates all of the below. I have started some of it but would like someone with more knowledge than me to
Performance management technology has both has both negative and positive aspect in an organization. Bad performance management technology affects both the managers and the employees. Likewise good performance management is beneficial to both the managers and the employees. The performance management technology helps to appraise the competence, contribution and output of all employees. This way, the management can easily guide workers to work in accordance with the requirement of the organization. E-compensation is a system where software packages are developed by an organization and are accessible to all employees via the organization internet or the intranet. It is a basic management tool that helps to ensure that employees are satisfied as well as ensure that external and internal equity are maintained. As a human resource professional, it is very important to understand both performance management and e-compensation because if used properly, it can help to streamline the administrative process as well as ensure that there is internal, external and individual equity. This will help increase the company’s overall performance. Pros of performance management technology 1. It fosters performance based interactions A well planned and effective performance management system spot and rectify petty negligence and small mistakes that can affect the company’s performance. This system enables employers to take regular feedback. In addition to that, they conduct performance based interactions with the employees to evaluate their performance. Performance concerns are also discussed between employers and employees. 2. It motivates employees Performance management technology help managers to accurately evaluate the performance of employees. As a result, employees are rewarded or criticized based on facts as opposed to guesswork. For instance, if an employee is not performing well in particular task, the /she will be told the exact things that he/she needs to do to improve his/her performance. This helps to motivate employees because they know that their evaluation is not based on manager’s emotions but on work performance. 3. It permits employee development Performance management helps to evaluate the progress of workers objectively. This help workers to reach their full potential. It helps to recognize and reward well performing employees. As a result, workers are not afraid to implement new ideas that helps to improve the performance of the organization. It allows employees to grow and become better in their respective professions. 4. It identifies lazy and insincere workers In any organization, there will always be workers who are not sincere or lack the willingness to perform. Organization performance management technology helps to easily identify under-performing employees by conducting performance appraisal. Cons of performance management technology 1. Expensive and time consuming Performance management technology is costly because it requires patience, time and administrative work. It demand that employees should be equipped with the right knowledge and skills meaning that costly training and career development workshops must be done to empower workers. 2. It is lengthy and complex Performance management will require managers to spend a lot of time evaluating each employee performance. This means that if the company has many employees, then the performance appraisal process will come extremely difficult and hectic.

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