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Human Resources Questions - Essay Example

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Student ID Number & Code Date HR Questions Required Questions 1. For years, HRM practitioners regarded individual performance as taking the shape of the bell curve or being normally distributed. Yet, in 2012, a revolutionary study published in the prestigious journal-Personnel Psychology concluded that individual performance is not normally distributed…
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Download file to see previous pages Instead of a bell curve, individual performance takes on a “power-law” – also known as the Paretian distribution wherein there are only few of the best performers can carry out most of the production output and business success (Aguinis; Miller). According to O'Boyle and Aguinis, individual performance should follow a ski jump-shaped Paretian distribution. Since only few employees are responsible for the success of the business, O'Boyle and Aguinis strongly suggest the idea that the modern HR managers should take time to re-evaluate the old strategy used in measuring employee performance (Miller; O'Boyle and Aguinis). In most cases, this can be done by carefully identifying responsible people and compensate them well for their outstanding work performances. A power-law or Paretian distribution is characterized by an “unstable mean, infinite variance, and a greater number of extreme events” (West and Deering). ...
Given that a business organization is very much oriented with regards to each employee’s production output, the company should consider the importance of implementing a pay-for-performance system (McPhie and Sapin). In line with this, the HR manager should be able to tailor its pay-for-performance system based on the company’s desired level of individual work performances. For example, the individual work performance of employee A is represented by “point A”, therefore, her pay level should be at “pay A”. Assuming that most employees’ individual work performance is at “point B”, then, their individual pay level should be at “pay B”. In case an employee’s individual work performance is at “point C”, then, her individual pay level should be at “pay C”, and so on. 2. After a lot of thinking, you decide to take a risk. You quit your job in human resources management after gaining experience in life and career planning. You open up your own advisory and coaching practice. Your very first client, Rashid, is a 35 year old engineer who has worked for a construction firm since graduating from college but has discovered, “I really hate being an engineer now but I am not sure what I want to do. And I know I want more than a job…I want a calling and something that really interests me yet I don’t want to waste my skills.”What assessment instruments do you recommend for your very first client, Rashid? Be sure to fully explain why you selected the recommended instruments. The case of Rashid is a good example of a person who does not know what he wants in life. To be able to suggest the type of job suitable for Rashid, the HR manager should be able to assess ...Download file to see next pagesRead More
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