Reference no: EM132680847

Question: Cahaya Inc. provide information solutions to businesses and consumers regarding credit reporting, fraud protection, and debt recovery services. Cahaya Inc. created costumized performance system to integrated organizational and individual performance, increase accountability, and improve follow-up. Managers are required to create an annual objectives in four area: strategy, operations, people, and finances.

The objectives are weighted along with needed competencies for workplace task. A mideyear evaluation is completed to ensure that objectives are being met, indentify any objectives that need not to be changed, and ensure that managers are discussing performance with their employees. Rating are not given at the midyear review but are provided at the end of the year.

As part of the performance management process, employees must include a learning objective, wich states how and when the employee intends to accomplish the objective and apply it in job or career development. The objective counts for 10 percent of the employee's overall evaluation.

Questions A (related with the article above).

1. How does this type of performance management system affect training and development?

2. Do you think it is more important for performance management system such as this one to focus more, less, or about the same on what gets accomplished (objectives) or how it accomplished (behaviour, competencies)? Explain your choice clearly.

3. What recommendatios would you give to Cahaya Inc. To make this system even more effective?

Question B (random questions)

4. Selection for new employee: Explain and illustrate the basic ways in which you can classify selection interview. For what sorts of job do you think computerized interviews are most appropriate? Why?

5. You have been asked to evaluate whether your organization's current pay structure make sense in view of what competing organizations are paying.

a. How would you determine what organization with.?

b. What are the potential consequences of having a pay structure that is out of line relative to those of your competitors?

6. a. Why is communication so important in the employe benefits area?

b. What sort programs can a company use to communicate more effectivly?

7. Staffing, training, compensation, and performance management are importan HRM function. How each of these function help company succed in meeting the global challenge, the challenge of using new technology.

8. You are the supervisor of a group of employees whose task is to assemble disk drives that go into computers. You find that quality is not what it should be and that many of your group's devices have to be brought back and reworked; your boss says, "You'd better doing a better job of training your worker."

a. What are some of the staffing factors that could be contributing to this problem?

b. Explain how you would go about assesing whether it is in fact a training problem.