Group project 6: Reengineering and lessons for HRM functions How did re-engineering help Deere?

How did re-engineering help Deere? First, Deere started with job analysis. The company mapped all Time: Within the first working-week. Location: Meeting room of company with enough seats for attendees. process that HR should have managers focus on during individual perf planning?  Organizational strategy and
Re-engineering is the fundamental rethinking and radical redesign of business processes to achieve dramatic processes to define and analyze what they have and what they need in each process. This improved PARTICIPANTS: 5 categories: 1. The new employees (for whom the orientation is designed): Role: business objectives
improvements in critical, con temporary measures of performance, such as cost, quality, service and speed. manufacturing processes on the shop floor. After knowing every distributor, Deere easily grouped the Recipient. Tasks: - Socialize with co-workers and management - Familiarize with company culture - Pay *The HR department is creating a program to help managers successfully manage, develop, and evaluate
Participants: +Leader: A senior executive who authorities and motivates the overall reengineering effort. modules together for saving-time purposes. Deere opened a few training sessions for employees. Deere aimed attention to the orientation- Make a positive first impression. Requirements for orientation: -Knowledge of employees. Which components must be part of this perf mana program?  Position description review and
(President or Chief Operating Officer). +Process owner: A manager with responsibility for a specific process to improve skills on behalf of employees first so they can be more self-sustaining and be ready for the the organization’s structure mission, vision and objectives - Clear understanding of new employees’ JD and JS; performance planning
and the reengineering effort. +Reengineering team: A group of individuals dedicated to the re-en of a realistic. In addition, Deere applied the snowball effect on agricultural division. This required the team to 2. The new employees’ direct managers/supervisors: Role: Assisting participant. Task: - Socialize and assist * Which factor should an HR practitioner analyze when considering whether to modify an organization’s
frequently check on the products and ask for feedback for better quality management. Last but not least, in introducing new employee to the organization and workspace -Monitor, evaluate and correct behaviours - compensation philosophy?  Whether the philosophy continues to support the organization’s strategic
particular process. +Re-en czar: An individual responsible for developing reengineering techniques and tools
Deere avoided intensive downsizing events by offering voluntary early retirement, employees can reduce Reinforce organization’s structure, mission, vision and objectives as well as employee’s job and expectations. initiatives.
within the company. +Steering committee: A policy – making body of senior managers who develop and
their workforce but also receive many benefits from the company. Requirements:- Clear understanding of new employees’ JD and JS- Understanding of the organization’s and *Which type of organization would benefit most from broadbanding?  Large organizations that want to
monitor the overall re-en strategy and its progress. Analysis & Design of Work: - Map the process, improving manufacturing processes on the shop floor. - From work groups’ culture.- Understanding of the organization’s structure, mission, vision and objectives; consolidate multiple layers of management.
Functions Definition Components Deliverable Outcomes there, it was easy to group the modules together to create a factory inside the factory, which eliminated large 3. Other employees who will be working with them (co-workers from the same or other relevant departments, *An employee is paid $75,000. The pay range for this position is 60 to 100. What is the employee’s
Work Job analysis is the process of Job content Job oriented Job description amounts of work-in-process inventory and put the work in the hands of self-directed teams. Training and trg bảng kêu là curent non-management employees): Role: Assisting participant. Task: - Socialize and assist in compensation ratio?:0.94 = 75/((100+60)/2)
analysis collecting, processing & recording Job requirements Person oriented Job specification Development: - Trained a few people on how to do reengineering. They then set up their own program and introducing new employee to the organization and workspace - Establish relationship. Requirements: - *Which is the best method to demonstrate to women a commitment to their career developme and mitigate
and designdata about a particular job and the Job context basically became self-sustaining. - "Experiencing the estimate-to-cash process in a two-hour game context took Understanding of the organization’s and work groups’ culture.- Knowledge of new employee’s role/job in their organizational exit?Implement a succession plan that provides leadership development and training
desired attributes of the job-holder. away the dealers’ fears. → The whole idea was to have fun and get rid of any anxiety over what this process relation to self opportunities.*Which is an effective talent mana strat to find candidates who are ready to assume position
Job design is the specification of the change was going to mean in a day-to-day business situation. Performance Management: - As part of the 4. The company’s top management: Role: Assisting participant. Task: - Reinforce organization’s structure, immediately?  Replacement planning.
content of the job, the material and snowball effect, the agriculture division came back and asked us to take a look at the tillage products of their mission, vision and objectives as well as employee’s job and expectations. Requirement:- Understanding of the *What is the most accurate characterixation of business value?  it is measure by finance performance
Job characteristics
equipment required to do the job, business. Compensation & Benefits: - Special programs. - Voluntary early retirement → deal with a staff organization’s structure, culture, mission, vision and objectives; 5. The HR staff: Role: Organisers, * an organisation is in the process of updating its compensation sytem...  job description,
model (JCM) Job enlargement
and the relationship of the job to reduction brought on by an early retirement program. Facilitators. Task: - Plan orientation (design, time, place, duration, participants,etc)- Prepare invitations and * a recuiter recently posted an opening for a mid-level manager. After...  job specification, *HR in the
other jobs. Job enrichment IBM is recently recognized as the world leader in computer manufacturing, with more than 388,000 staff materials (handbooks, checklist, etc.)- Manage flow of orientation and making changes where needed- Facilitate procrss of creating clearly defined, consistent jd for a global envi  interpretations of job functions may
Job rotation worldwide. IBM is also the largest technology worker owner in the whole world. Before reengineering, the socialization of participants. Requirement: - Clear understanding of new employees’ JD and JS - vary; *In global staffing, why is it important to use a mommon approach for analysing and describing job
Job crafting company was trapped by its starchy command-and-control hierarchy. Therefore, it could not move fast enough Understanding of the organization’s and work groups’ culture.- Understanding of the organization’s structure,  it facilitates comm and decision making about job; *an organization is concerned about vacancies in
HR The systematic and continuing Acquisition Surplus to keep up with the evolving PC market. In order to deal with that, IBM planned to break up into smaller, more mission, vision and objectives. critical managerial technical position... succession planning, *an international seed company is in
Planning process of analyzing an Development Shortage manageable units. However, nothing had yielded the anticipated results. By the early 1990s, IBM was no longer HOW LONG SHOULD EMPLOYEE ORIENTATION LAST FOR? There are no universal standard for position to buy one of its competitor...how can hr most strategically...  review pivotal talent pools of
organization’s human resource needs Retention a company to emulate. It was cited in the press and used in business schools to exemplify how vast success length of orientation. But if: Too long: Boredom, Information overload, Overwhelming, Less time to work; employees at each org whose skills are critical to the seed comapny’s strategy,
under changing conditions and Renewal could blind a company to its market realities. After reengineering, IBM generated numerous changes. From a Too short: Confusion, Misunderstanding, Missing key points, Hard to socialize. Factors that affect *the statement” must possess a working knowlege of customer security....”  minimum qualification,
integrating this analysis with the country orientation, IBM changed to a customer segment and industry-based strategy. It also switched from a orientation duration: 1/ Nature and complexity of the job (The more sophisticated and more responsibilities *service specialist are given a lot of discretion when dealing with customers, and those interation have a
development of personnel policies hardware company to a diverse portfolio, including software services and technology as well from a and duties a job has, the more the employee orientation should last.) (For example, if you compare the Job big effect ...--> pivot talent pool; *in a job posting, which element describe the applicant’s neccessary
appropriately to meet these needs. predominantly internal sales force to one that embraced a wide array of channel partners. Finally, from a description of a janitor and Job description of someone like an Sales Executive, you can definitely see that the experience, edication, training, licenses, certi  JS;
Recruitm Process of seeking & attracting a Internal recruitment Job posting product-based advertising, it shifted to IBM as the brand. In order to have such a revolutionary progress, IBM latter require much more interaction with other departments as well as require more skills to be successful): - *an international org is creating a new position that will be implementd simula.... what cann hr vp do to
ent pool of qualified applicants for job External Advertisement had to modify its HR functions mentioned in the table below. Jobs that have many responsibilities, duties and interact with many people and department - Jobs that require help  perform a compensation study to ensure that the saleary meet expectation in each location; * which
vacancies. recruitment Executive searching HR Planning: Lay off people. Analysis & Design of Work: -A separate service team for each business, specialized skills, techniques, etc. - Jobs that need to operate special machinery, system 2/ Company strategy best position an org to handl;e the departmenture of key leader  implementing an intergrated
Selection Involve choosing from the available Cultural fit Review specifically to concentrate on growth. - Reconfigured and reoriented the hardware, software, and technology resources and effort (công ty nhỏ nghèo tiền đâu mà training :<):- Big companies can afford big budget and succession management and leadership dev progress, *which is the best method to demonstrate to women
candidates the individual predicted Qualification fit Test teams → focused on groups of products (software or servers for office networks). - Emphasized that supporting effort for employee orientation. -Cost of training per employee is high for small and medium firms. 3/ a commitment to their career dev and ..  implement a succession plan that provides leadership
to be most likely to perform Motivation fit Interview the externally facing teams were IBM Research, common business processes, shared information systems and Company’s structure and size (công ty lớn Apple orien lâu hơn Family mart): - Companies with big buildings development and training opportunities; *which is an effective talent management strategy to find
successfully in the job. Ability fit Reference checking applications, and common management system. Training and Development: - Focus onto the customer, and sophisticated infrastructure need longer orientation - Companies with complex structure need longer candidates who are ready to...a position immediately  replacement planning; *an org ecperience
Experience fit Completing regardless of the immediate concern. Employee Relations (Motivation): - Assigned a senior executive to lead orientation. 4/ HR’s perspective and approach: - Orientation as a small introduction - Orientation as a tool to fill unprecedent turnover. What action should hr recruitment the org take to eliminate the high level of
examination each reengineering effort. - “Dear Colleague” letters - communicate important messages across IBM. - Made it out legal paperwork and forms - Orientation as a first impression - Orientation to familiarize employees turnove analyze the current workforce to ensure that the right talent needs to future need; * a
Training Training: Activities that teach Legal Training need analysis very clear to these team members that they were personally accountable to themselves, to the corporation, and EXPECTED OUTCOMES: - Increases Employee Production (Employees who are oriented to the company multinational org discover that more women than men move....which process could help hr proactively
& employees how to better perform Economic Design of program and to their peers for developing and executing their assigned processes. culture and well-trained before they begin work are more likely to bring immediate returns to employers.). - identify these types of trend and implemtn corrective measure workforce analysis, *a sofeware company
Develop their present job. Socio-cultural implementation Minh Long Company is the heirloom of a long ceramics producing tradition starting with the grandfather of Shows Commitment to Employees (Maintain a sense of closeness within the company and show new hires that is opening a facility in china. Some US management and key personel will be transfered; however.. what
ment Development: Involves those Technological Mr Ly Ngoc Minh (founder), and spanning over three generations, or a century time-wise, down to the fourth they are appreciated from the top down.) - Promotes Teamwork (Companies include team activities in the first step should be accomplish ...--> conducting a supply analysis of available employees; an HR director
activities that prepare an employee Environmental generation which is now in charge. Minh Long realized that with the traditional methods, it was a challenge to orientation process helps new employees feel comfortable and begin establishing good working relationships is analysing report from the past and the present to understand future staffing. What model is being used by
for future responsibilities. Industrial relations compare with products from China and Japan. After revolution decision, Minh Long created new product “Nồi with colleagues right away.) - Decrease in turnover (Company can greatly reduce turnover and know whether or the hr director judgment forecaasts.l * the 1st step in the worlforce planning process in condcting a
Performa Processes used to identify, Fit with strategy S.M.A.R.T sứ dưỡng sinh” and they collaborated with TIKI to attract divert markets with affordable price. Furthermore, not an employee is a good fit right from the start.) supply. What is required for a supply analysis to be accurate?  accounting for employee movement
nce encourage, measure, evaluate, Validity 5 step MBO model Minh Long is using robots and technology to manufacture ceramics instead of hands only. From that change, ASSIGNMENT 3 CONT inside and outside of the org.; *which approach will provide qualitative understanding of current skills
Managemimprove, and reward employee Reliability Balanced scorecard the reengineering in human resources functions is influenced. Firstly, the job analysis and job design changed PROS & CONS: Pros: - Are reliable as the appraisals remain the same even when different raters rate them. - after the org has installed new techh?--> manager interviews; *what initia; action should HR tale when it
ent performance. Acceptability Graphic rating scale for suitable positions who can manage technology and robots in manufacturing ceramics. For these reasons, in Have clear standards upon which an employee is appraised. - Easy to visualize and compare (with numbers) - recognize a lack of diversity throughout the org  set goal and objective for futire staffing; *in peter
Specific feedback Mixed standard scale human resource planning, Minh Long’s director decided to eliminate ineffective functions so as to improve Show which behavior is more important. - Give an objective feedback (3 raters). senge’s the fifth discipline, which discipline discuss our deeply  mental models, *a high performance
BARS employees’ performance. Thirdly, Minh Long also wants to develop their staffs’ talent by applying two Cons:- Time-consuming, difficult & expensive. - Leniency and harshness effects. - Poorly-designed encourage employee is unexpected absent , and no other emploees know how to handle absent employees’s
BOS methods of training: internal and external training by inviting experts to enhance more in employees’ personal rater errors. -Rating form deficiencies limit effectiveness of the appraisal. responsibility  implement knowledge relation tech;
Performance (P) = Ability (A) x life. Lastly, rewarding culture is one of key drivers for Minh Long’s success. They believe that rewarding for ANTICIPATED EFFECTIVENESS:- Include figures By providing figures, you will clearly show how your *A company’s learning and development division is tasked with creating, developing, implenting an
Checklists
Effort (E) x Support (S) the right person at the right time can make their people happy and work more efficiently. performance can be measured. -Include facts Facts are observed realistically. executiive leadership program across the org. What should be the lnd  review the or strategic plan; * the
Paired comparison
Ranking By reengineering in HRM, from a traditional, handmade ceramics, with high ratio of employees not turning back Specific: Every aspects are included in rating process and investigated detailedly. hr department is creating a program to help managers successfully manage, develop, and evaluate
Forced distribution after Tet holiday and having more than 1,500 employees for manufacturing 100,000 products, now, Minh Long Critical and Rational: Reflected by not only yourself, the performance is observed and rated by others as well. employess. Which component must be part of this performance mana position description review and
Compens The benefits a firm provides to its Job evaluation Economic benefits accounts for about 80% of high-class ceramics for both local and international locations. Applying purposeful QUIZ CỦA THẦY KHÔI perfomance planning; *Leaders of manufaturing company updating the strateguic business plan. HR is
ation & employees in exchange for their labor. Employee services training which influences Minh Long’s people enjoy and live-long with the company, moreover, Minh Long just Which is an accurate description of an unfair labor practice?: Violation of a country’s labor laws by consulting with the branch mana on how to accomplish...  organization strategy and business objective;
Benefits Recreational benefits needs about 800 people to conduct 250,000 products after applying robots and technology, which is a remarkable employees, employers or unions. *which factor should an HR pracitioner analyze when considering whether to modify  whether the
Employee An organization's efforts to create Unitarist Labor Union success for a Vietnamese company. Employees report to work and produce work, but output decreases sharply. What type of industrial action is philosophy continues to supprt the organization’s strategic initiative; *employeess report to work and
Relations and maintain a positive relationship Pluralist Collective bargaining Group 3: Developing an employee orientation session DEFINITION: - Employee this?: Work-to-rule product work, but output decreast shrply  work-to rule, *what is an accurate description of an unfair
with its employees Labor-management orientation (induction): a way in which new employees are brought into a company, are induced into it, and are A company recently reduced employee benefits and downsized the unionized workforce in their manufacturing labor practice  violation of a country’s labour laws by employees, employers orunion, *
cooperation assimilated into it (Cohen & Nemecek in 1969).; the planned introduction of new employees to their jobs, their facility, while also implementing higher quality standards and increasing weekly quotas. To ensure business
coworkers, and culture of the organization (Mathis, R. and Jackson, J., 2010). continuity, the HR manager should have a contingency plan for which employee response?: Sit-down strike Tutor 15: Review: 1. HR Planning: If DEMAND (KSAOs) > SUPPLY (KSAOs): focus on recruitment,
Duke Power: Long recognized as an industry leader with adequately good services and low costs, Duke
– Onboarding: the process of introducing a new employee into his or her new job; acquainting that employee Which HR action can reduce the likelihood of employee work action such as strikes and work slowdown?: training & development, retention.; If DEMAND (KSAOs) < SUPPLY (KSAOs): focus on
Energy (founded by the merger of Duke Power and midstream natural gas Pan Energy) had little reasons to
with the organization’s goals, values, rules and policies, and processes; and socializing the employee into an Training supervisors in communication and conflict skills redeployment,outplacement, retrenchment, review policies concerning permanent employment. *If a
initiate re-engineering. It was in 1999 that the power deregulation first appeared viable and Duke realized the
organizational culture. What advice should HR offer management to prevent an industrial action?: Seek the input of employees surplus of HR exists, an org can use one (or more) of options: stop, recruiting, reduce casual and part-time
need of re-engineering to retain its competitive advantages. Through radical methodology, the company
- Employee Orientation Vs. Onboarding: + A single discrete event >< A process; + Short term, a few hours, during the creation of a layoff policy. employment, start early retirment, start retrenching or reduce work hours.; *if a shortage of HR exists,
rolled out the process separately in the only 4 regions with a view of allowing the staff to see distinct
one or two days, a week at maximum >< Long term, 3-6 months, even a year; + Become familiar with the What alternative dispute resolution technique is the most neutral?: Ombudsperson options: increase overtime, increase casual and part-time employment, postpone retirement; start
divergences, which then turned out to be an unexpected success.
organization as well as his or her department, coworkers, and the job. >< Develop positive working Which conflict management approach is bring used when an organization decides to use peer review to advise recruiting, accelerate training and development, use outsourcing. *Globalisation effect on labour demand
Prior to re-engineering, Duke had an IT department carry out all customer operations, ranging from
relationships with supervisor, coworkers, and others which they will need to interact while performing.; + an disciplinary cases?: Third-party resolution and supply globalisation has result in a significant increase in movement of skilled labour around the
receiving order, service provision, getting payment as well as post-purchase interaction. Given such a large
Develop a realistic image of the organization and/or the job. >< Teach them in terms of tasks and socialization; Case study: - The HR director of a 6000-employer hospital...: In developing the business case for the CEO in world; to attract and retain these skilled personel org must offer them better packages – compensation,
burden and sequent workflow, it usually took a long time to get the requests done, and everything was just “a
Integrate them into the organizational culture and norms that are established.; Build relationships and create a collaboration with the external consultant, which is the best action for the HR director to take?: Develop and career, opportunities, promotion, etc., *succession planning: is concerned with the filling of management
constant traffic jam”. Besides, there was also no standard, such as the amount of time to perform the service,
sense of acceptance for the new employee. present the business case, with the consultant’s collaborative input during the development and presentation vacacines; if stresses the development of high potential employees and take a long-term view of the
ways of conducting or workload should be completed a day. Not only in a particular office, but even Duke’s
WHY CONDUCT AN EMPLOYEE ORIENTATION?: 1/ Provides the new employee with concise and processes. organisation’s hr needs.; sucession planning makes use of replacing charts but genrally expand on these to
agencies in 13 different regions all possessed 13 different working methods, providing that they were able to
accurate information: Helps reduce anxiety to make work easier and more comfortable. 2/ Helps the new - What risks should the HR director share when recommending an employee engagement survey in the include additional information on current performance, promotability, development needs and long-term
adapt with local characteristics. ;After re-engineering, the company’s system seemed much better. Work
employee adapt faster to the job: Makes the new employees familiar with company and Encourages employee hospital’s CEO?: Low senior leadership commitment poses significant risks when there is no credible action growth potential.*outsourcing involve subcontracting work to an outside company that specilises in and is
now was organized through process-based and clearly distributed to employees. Rather than free-driven
confidence. 3/ Contributes to a more effective, productive workforce: Improves employee retention; and plan to address identifed employee concerns. more efficient at doing that kind of work. 2. Recruiting: *AIDA ads: A-attention, i –interest, d-desire; a-
performance among individuals and agencies, a consistent scheme was established, which by the way
Promotes communication between the supervisor and the new employee. 4/ Help employees understand the - The CEO moves forward with the engagement survey. What is the first step the HR director should take with action;*evaluation recruitment (productivity (yield ratio), quality, cost (cost per hire), time (day-to fill), *
constructed the whole operation of Duke. Consequently, services provided were upgraded, and customer
clearly defined roles: Explains the individual roles and responsibilities of each person, values and attitudes of the service workers’ union?: Engage the union, with hospital’s labor counsel in an .....to discuss the possible soft data; * line manager in recruitment process: at the stage of job analysis, jd and js. If this is done
satisfaction was getting higher and higher. Such disruptive transformation, indeed, required lots of changes,
the organization, reducing ambiguity, and creates a sense of safety. participation of bargaining unit employees in the survey. satisfactorily, the hr manager can continue with the recruiting process without too much contact with line
starting from HRM functions discussed as below. 
METHODS OF ORIENTATION: May cau ve PM vs performance appraisal: Due to a significant increase in head count, a company is in the manager; *evaluate selection process: the selection process needs to be evaluate to ensure that is meeting
Analysis and design of work: -Analysis and define structure in terms of process (5 different cores) instead of
a/ Company/ facilities tour: Steps: Checklist for Facility Tours: 1. Setting Up the Facility Tour (Decide who to process of changing its performance management system. Which of the following activities should the HR the needs of the org., org also need to make sure that their selection methods do not leave them open to
function (+Develop market strategies +Aquire and maintain customer +Delivery products and service
invite; Send the invitation to elected officials and other guests; Track and confirm RSVP’s and follow up as director consider when evaluating the new system?: charges of discrimination; examine what was done at each step in selection process. 3. Training and
+Calculate and collect +Manage the delivery system) –
necessary; Coordinate length of event with the lawmaker’s staff; Inform your employees of the visit; Determine Review the allignment of the system with the organization’s strategic goals. development: *Evaluate trainign and dev: reaction (during or the end of training), learning (during or at
Seperate the strategic work from the tactical work - Standardize the work (+Estimate the time needed to
the format of the event) 2. Invitation letter. 3. Planning for the Media (Clear media participation/attendance with An HR manager receives complaints from other functions that an HR subordinate often ignores or delays the end), behaviour (identififying change in skill, patteerns of work, relationships...), results (measure the
perform services +Standardize vehicles (truck) so that every lineman could use any particular ones +Use
congressional office; Draft a media advisory, if desired; Prepare area for news media to set up; Be prepared to replying to emails or phone messages. The individual performs other duties very well. How should the HR effect on the achievement of the org’s objective); *avoid problem of career plateauing: carrer plateauing is
color coding to categorize the work: yellow 4 work today; blue 4 work due within 3 days; green 4 work can
answer questions). 4 Media Advisory 5. Organizing the Plant Tour (Create an event agenda/plan; Decide who manager handle this situation most effectively?: Immediately share the complaints and expectation, and then a point in an individual’s carrer where the probability of further advancement is negligible; to avoid
be done anytime +Have administrative team organize the work into packages that the workers could pick up).
will greet the legislator and participate in the tour; Craft lawmaker introduction; Establish a welcome/departure monitor performance. plateauing it is critical to have the ability top adapt and develop in the face of chanfe or career transition,
HR Planning: Eliminate middle layer of management since work was conducted by process-based
area for the legislator; Allow the guest to address your staff either before or after the tour; Create name badges *HR notes an emerging trend among responses to the annual employee survey. Employees have shared that carrer transition involve a significant change in an employee’s carerr via transfer, demotion, overseas,
formation. Training and development :-Raise awareness towards the importance of process-managed work
for guest and staff; Determine what equipment, areas, and operations the legislator will see during the visit; they don’t have any interaction with the leadership and that they feel disconnected from organizational goals. asignment or switch from one occupation to another; *outplacement is a special type of assistance given to
(Let employees play board game– owning and operating an imaginary power company and making decisions
Determine required safety equipment; Hire/designate photographer, if desired; Research lawmaker’s What process is lacking?  Performance managemen; *A new chief HR director joins an organization and terminated employees to help them find jobs with other org.4. performance man: performance mana aims
themselves with a roll of the dice) -Invest substantially in education (Well prepare for employees have
background; Prepare talking points about your company story, company challenges, growth goals, and concerns discovers that it lacks a robust performance management framework. After weghing the various performance to improve org, functional, unit and individual performance by linking the objective of each; performance
enough knowledge to make decisions for themselves) Performance Management: - Create a measurement
with federal policies). 6.Preparing Displays/Literature (Determine product display, if applicable; Display gaps, which is the first step the director take to bigin building a new framework?  Solicit leadership support to appraisal process is more concerned with determining the performance of employees, which should then be
system in which everyone can readily see the goal and act on this knowledge. – Keep customer as center
Company’s materials, if appropriate; Provide list of attendees’ names). 7. Preparing for Arrival (Designate a allign the organization’s business goals, objectives, and performance standards with individual employee goals. linked to strategic copmpany objective; *360-degree appraisals: multisource evaluation seek performance
(Measured by satisfaction rating after each service) – Institute scorecard that sets specific goals for each
note taker; Determine what machinery will be in operation, if applicable; Provide directions to the plant; *An organization rolls out a newly created performance management program. What should be HR’s first step feedback on employee from their collegeues, superiors, customers, and subordinates; powerful
process (For instance, 1 of the goals was 96% of orders had to be completed by the day they were promised
Welcome guest on arrival). 8. Conducting the Tour (Provide safety equipment to tour guests, if applicable; to ensure the program’s success?  Provide training on the program. performance dignostis tool by enhancing information quality, providing specific performance feedback,
=> Quantified those measurements in customer terms and gave this crucial feedback to the employees) C&B:
Show lawmaker how your production works; Let your visitor be an active participant; Mention any prepared *Case study Over the past 12 months, a global hotel...: - Which action should the HR manager take to identify targeting developmental areas and improving employee performance.*MBO is a technique whereby the
Develop pay incentives (Determined by achieving a certain above the standard set in the scorecard)
talking points during the tour). 9. Following Up after the Tour ( Send thank-you note to guest(s); Send photos to opportunities for the HR department to expand its role in the company?  Meet with senior managers to manager and the subodinate mutually identify common goals, define the subodinate’s major of
Employee relation: Pursuit the decentralized structure (flat organization) (+Employees had autonomy to
your guest; Report to the board of directors about the tour; Provide photos and press release to local media; discuss ways the HR department can improve its services. responsibility in term of expect result, and use these as measure in accessing the subordinates’s
make decisions and were exposed to all of information. +Supervisors were more of a facilitator. +Leaders
Continue to communicate with the lawmaker post-even). - Which action should the HR manager take to allign the HR department’s function with the organization’s performance. 5. Labour relations: *trade union are formal org that represent individuals employed in an
consistently empowered and encouraged pp.)
Time: Since the employees need to know in detail what they are doing for, where they are going to work, who strategy?: Recommend to excutive leadership that they invite HR staff to strategic planning meetings. org, thoroughout an industry or in an occupation. Unions have traditional focused on pay rates, conditions
Deere is a company founded by John Deere, the original inventor of the steel plow. That invention made
they are going to meet, … , the company tour should be conducted before the official working day at least one *Which approach should the HR manager use to evaluate the success of the HR transformation plan?  Assess of work and job security; *Unitary approach: industrial relations is grounded in mutual cooperation,
Deere’s first achievement in the agricultural industry. Since then, Deere grew and became the world’s largest
day. Location: At company. the extent of change in key HR performance metrics overtime individual treatment team work and sharing of common objectives; pluralist approach: org as coalitions of
producer of agricultural machinery and a top maker of lawn-care equipment. Deere was truly thriving at the
b/ Classroom (video, presentation): Steps: 1. Planning the orientation agenda. 2. Preparing paper materials *What is needed to have a fully effective performance management system?  Employees are educated about competing interest, where managment’s role is to mediate amongst the different interest groups; *some
time, so what actually made the company suffer? Looking at the background of the 1990s, there was
(company visions & missions, history, culture, department information, board of directors, managers,...). 3. the system and know how to get value from it (acceptability) worker join union because changes in the nature of work and workplace relations contribute to employee
economic distress for everyone, yet, Deere still made it through and even emerged healthier. However, a few
Preparing visual aids (PowerPoint presentation, video). 4. Preparing MC’s & board of directors’ script. 5. *An HR director is reviewing a company’s perf management criteria and questionnaires. He finds that questions decisions of whether or not to jon unition; today, many workers feel that trade unions are irrelevant and
years later, Deere’s sales and profits suddenly declined heavily, causing the worst damage ever. Knowing
Preparing for Q&A sessions. 6. Setting room for the event day. 7. Invitation letter. 8. Planning for Media. 9. to determine an employee’s level of accountability do not match with manager impressions of accountability, politically tained, out of date and out of touch.
nothing about the factors, Deere decided to take on re-engineering. During the reflection, Deere realized that
During the orientation day (Attending checklist.; Share an orientation agenda in advance.; Communicate suggesting that the questionnaire may not be providing accurate data. What statistical principle may be violated
although successfully launching new products, it often had problems with late schedule, high cost and low
orientation expectations and benefits; Create a welcoming and energetic atmosphere; Conduct icebreaker during performance reviews?  Validity
performance.
activities). 10. Receiving feedback from attendees. 11. Following Up after the Orientation day (Send thank-you *Which appraisal method describes examples of desirable and undesirable behaviors?  BARS
After re-engineering, Deere’s new products performed a lot better. And all concerns were eliminated, the
note to guest(s); Send photos to your guest; Report to the board of directors about the tour; Provide photos and *Leaders of a manufacturing company are updating the strategic business plan. HR is consulting with the
production costs were cut down, the schedule was caught up with elapsed time and order fulfillment time was
press release to local media; Continue to communicate with the lawmaker post-event) branch managers on how to accomplish the plan’s goals. What is the most essential driver of the perf mana
limited. Especially, sales went up to more than $13 billion.