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Attention Pleasedo Notplace A Bid If You Are Not Satisfied With Pr

ATTENTION!!! Please do not place a bid, if you are not satisfied with the price I place on the assignment or if you cannot follow all instructions given on the assignment (including the due date). If you cannot honor the time frame I provide then please do not bid. Directions: Please read each passage below and respond to each part. (These are responses to classmates) I DO NOT need a reference or title page, however, please provide the reference(s) underneath the passage. Please label as I have done below, example Dis1 Part 1 and place your response along with the reference.

IT IS 4 PARTS PLEASE USE THE SAME TITLE!!! Keep each one on the same document! Please cite properly and use correct grammar. DUE Today 9/19/22 BY 6PM CST NO LATER Dis 1 Part 1 Performance evaluations are given to inform an employee on what they are doing well and what areas are needing improvement. Many employees dread these evaluations; however, they are meant to be helpful and help the employee improve their performances.

In the figure 6.1, it shows a balance on contributing to employee evaluations and guiding an employee on development. This model shows that employee evaluation contributions are provided by the company on the resources used and providing data on employee performance comparisons. This is balanced on guiding employee development, which information is shared with the employee. The information includes coaching and feedback, dialogue on the performance, and determining strengths and weaknesses (Hunt, S.T., 2014, pg. 163).

It also depends on the effectiveness of the feedback that is based on the person providing the feedback. If the employee is not meeting company standards, the feedback may be given in an encouragement tone or a disciplinary tone. The tone may determine how the employee may react. Management By Objectives (MBO) is a performance evaluation is monitored by using a checklist against an employee that is being evaluated. Though many businesses utilize this method on an individual employee evaluation that is an impromptu or scheduled.

This method includes planning and evaluation functions, yet is rarely used for administrative purposes (Brumback, G. B., 1978, pg. 205). 360-degree performance evaluation is a method where the employee is evaluated by supervisors, peers, co-workers and others. This method is effective as it gives an honest review by multiple people, which can prevent favoritism and hostile retaliation by a single interviewer (Sadati, L., Askarkhah, A., Hannani, S., Moazamfard, M.., Abedinzade, M.., Alinejad, P. M.., Saraf, N.., Arabkhazaei, A.., & Arabkhazaei, A., 2020). 360-degree performance evaluation would be the most effective as it would provide a lot of information on how the employee behaves, how they work, and their productive results. This method can cause hard feelings as part of the evaluation is completed by peers and co-workers. If the results are kept in an anonymous format, this can be an effective tool. T-Mobile uses the MBO evaluation.

During a performance evaluation, the supervisor would bring up the checklist and work with the employee on setting goals. It would then be on the employee to meet those goals. The next conversation is strategies on how to meet those goals. As stated earlier, it really depends on the supervisor on how effective the evaluation can be for the employee. Brumback, G. B. (1978). Toward a New Theory and System of Performance Evaluation: A Standardized, Mbo-Oriented Approach. Public Personnel Management, 7(4), 205. Hunt, S.T. (2014). Common sense talent management: Using strategic human resources to improve company performance (Links to an external site.). Retrieved from Ebook Central. Sadati, L. ., Askarkhah, A., Hannani, S. ., Moazamfard, M. ., Abedinzade, M. ., Alinejad, P. M. ., Saraf, N. ., Arabkhazaei, A. ., & Arabkhazaei, A. . (2020). Assessment of Staff Performance in CSSD Unit by 360 Degree Evaluation Method. Asia Pacific Journal of Health Management, 15(4), 71-77.

Dis 1 Part 2 Performance evaluations are used to assess employee performance as well as promote work outcomes. This allows for an organization to keep high value employees and reward outstanding performance. “In the traditional performance appraisal process at the Office of Personnel Management (OPM), supervisors and subordinates develop a work plan at the beginning of the performance cycle, the subordinate carries out the work plan, the supervisor provides a midcycle review, and at the end of the cycle, the supervisor provides feedback indicating how well the subordinate has fulfilled his or her work planâ€. (Pollack & Pollack, 1996) The 360 Degree system is what OPM is using. With peer or coworker input that allows a more complete picture of the employees performance.

With the implementation of a MBO, the added assessment would be more in line with employees understanding the organizational goals and giving them something to work towards more aligned with the company. The implementation of these assessments so far include monthly input meetings in which each team member and employees submit questionnaire worksheets to supervisors. It involves questions that are team driven and individualized self-assessment. These meetings allow for feedback and support as well as collaboration with 100% visibility. Managers also have separate assessment requirements to turn into higher supervisors based on their own personal observations.

Works Cited Hunt, S. T. (2014). Common Sense Talent Management: Using Strategic Human Resources to Improve Company Performance. Center for creative leadership. Pollack, D. M., & Pollack, L. J. (1996). Using 360 Feedback in Performance Appraisal. Public Personnel Management , . Dis 2 Part 1 HRM adds value to the firm when they are not only well versed in the financial aspects of the business, but also in tune with talent management.

An HRM that can connect the holistic objectives of the business with managing employees is ideal. The pressure towards changes in the HR function has been a global trend that reflects a strong emphasis on organizational results and performance (Madsen & Slatten, 2022). Within my capstone organization, HR is beneficial in handling legal issues, providing benefits and compensation related support, and recruiting. They are also heavily involved in internal promotions and new employee intake. From a performance management perspective, they have created tools and databases to ensure frontline managers are coaching and developing employees and providing performance feedback, but they are not well versed enough in the day-to-day operations to be of any other means of support.

When corrective action becomes an issue, they are the required source to provide guidance in the applicable steps to take to prevent employee retribution; but they must be provided detailed explanation of the behavior or performance that resulted in getting to that step. Because of their lack of knowledge, this is where their value diminishes, but then again becomes prevalent in advising the appropriate actions to take when administering correction actions. According to Alqudah et al. (2022) HRM should have consistent practices that enhance employee skills, participation in decision making, and motivation to put forth their effort. Their functions include, among others, strict selective staffing, extensive training and development, performance-based evaluation, communication, and incentivized compensations contribution (Alqudah, 2022).

A high performing HRM department can result in superior indicators of firm performance and sustainable competitive advantage states Alqudah (2022). If fully engaged in the business side and people aspects of the firm, HRM can be of tremendous benefit to the success of the organization. References Madsen, D. O., & Slatten, K. (2022). The Diffusion of Human Resource Transformation in Scandinavia: A Supply-Side Perspective. Societies (), 12(3), N.PAG. Alqudah, I. H. ., Carballo-Penela, A., & Ruzo-Sanmartàn, E. (2022). High-performance human resource management practices and readiness for change: An integrative model including affective commitment, employees’ performance, and the moderating role of hierarchy culture. European Research on Management and Business Economics , 28(1).

Paper For Above instruction

Performance evaluations are a critical component of human resource management because they serve multiple purposes: providing feedback to employees, guiding their development, and informing organizational decisions. Historically, multiple sources of law influence employment practices, with the most significant being statutory law, case law, and administrative regulations. Ranking these sources from highest to lowest, statutory law is generally considered the most authoritative because it is enacted by legislative bodies and explicitly sets legal standards (Baldus & Feldman, 2016). Case law, derived from judicial decisions, follows because it interprets statutory provisions and fills gaps where statutes are silent or ambiguous. Administrative regulations come last as they are created by agencies to implement statutes and can be overturned or modified by courts if found inconsistent with higher laws.

Understanding these sources of law is fundamental in the study of criminal law because they form the legal framework within which laws are created, interpreted, and applied. Statutory law provides the written statutes that define crimes and penalties, serving as the foundation for criminal conduct analysis (Aubrey & Margulis, 2018). Case law is vital because it construes statutory provisions, setting legal precedents that influence subsequent cases and ensuring consistent application of the law (Schulhofer & Gardner, 2020). Without knowledge of case law, legal practitioners and scholars cannot appreciate how legal principles evolve through judicial interpretation.

Statutory law aims to establish clear, written rules for conduct, defining criminal acts, procedures, and penalties. Its purpose is to provide a comprehensive legal code that guides law enforcement and the judiciary. Case law, on the other hand, serves to interpret statutes, develop legal principles, and adapt the law to new circumstances through judicial decisions. It acts as a "powerful source of law" because courts, especially appellate courts, can shape legal doctrine by setting precedents that lower courts must follow (Merryman & Perillo, 2021). A notable example in criminal law is the development of the "reasonable person" standard through case law, which guides assessments of intent, negligence, or self-defense.

For instance, the Supreme Court’s decision in Miranda v. Arizona (1966) exemplifies case law’s power because it established procedural safeguards during police interrogations, fundamentally shaping criminal procedure. Such decisions create binding legal principles that alter how laws are enforced and interpreted, demonstrating the dynamic and influential nature of case law in shaping criminal justice practices (Chemerinsky, 2017). Overall, understanding these legal sources is essential for legal practitioners and students to navigate, interpret, and apply the law effectively in criminal justice contexts.

References

• Aubrey, J., & Margulis, S. (2018). Introduction to Criminal Law. Oxford University Press.
• Baldus, D. C., & Feldman, G. (2016). Equal Justice Under Law: The Criminal Justice System in America. University of Illinois Press.
• Chemerinsky, E. (2017). Constitutional Law: Principles and Policies. Wolters Kluwer.
• Merryman, J. H., & Perillo, J. M. (2021). The Civil Law Tradition: An Introduction to the Legal Systems of Europe and Latin America. Stanford University Press.
• Schulhofer, S. J., & Gardner, J. (2020). Criminal Law and Procedure. Aspen Publishers.