Human Resource Management Mod 5 Case Assignment Essay

Human Resource Management Mod 5 Case concession - Essay ExampleA competitive advantage is achieved through hiring of talented individuals, placing such individuals in appropriate positions and aligning their individual execution of instrument with the objectives of the organisation of rules (Carraher, Buchanan & Puia, 2010). As a human resource director of a China-US venture, I would like to address the critical issues that need to be addressed in developing, implementing, and evaluating a instruction execution management system within the organization. Developing a process management system An effective and efficient human resource system within the organization needs to let in a wider scope beyond the human resource profession. This is to ensure that the organization learns more about the evolution of other sciences and their influence on the measurement systems. The foundation of our performance management system should be anchored on three factors including efficiency, eff ectiveness, and impact (Dessler, 2006). The three factors form the basis within which we will be operating our performance management system. Efficiency entails delivering human resource programs that ensure frugal utilization of organizational resources such as funds and time. We should ensure that our performance management system does utilize the minimum possible amount of resources while promising maximum rewards. In order to ensure effectiveness, the performance management system should impact on employees in terms of improving their overall performance. In the case of impact, we should select the greatest pool of employees in terms of talent and include them in the performance management system to ensure the best results. The second step in the emergence of a performance management system is the development of performance benchmarks. This stage involves aligning the goals of the organization to the best practices of both the Chinese as well as the American human resource indu stries. This is to ensure that thither is incorporation of standards from the deuce industries for the sake of the diversified employee workforce. The performance benchmarks should be established in terms of employee satisfaction, organizational performance and customer satisfaction (Carraher, Buchanan & Puia, 2010). The goal of our performance management system should be to perform better than the industry benchmarks then creating a competitive advantage. The third step is the development of data systems and portals that will require information on employee performance and relay them to the decision making process for evaluation. Organizational information is one of the greatest assets than organization can have hence the need to develop a comprehensive data system. Our organization will make performance evaluations based on facts hence improving its performance management. The quartern and last step is the development of balance scorecards. The scorecard summarizes all the funct ions of the performance management system and aligns them to the strategic goals of the organization. It also includes the cost implications of the system. The performance management system will be implemented and evaluated using the balance scorecard so as to ensure that the system remains appropriate to the goals of the organization throughout the two stages. Implementing a performance management system Chinese are the dominant in the organization in addition to the fact that the organization is based in China. This implies that the critical