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Homework answers / question archive / Module 3 - Background Metrics & Analytics; 360-Degree Feedback; Internships/Apprenticeships Metrics & Analytics For the past several years HR has been all abuzz about metrics and analytics

Module 3 - Background Metrics & Analytics; 360-Degree Feedback; Internships/Apprenticeships Metrics & Analytics For the past several years HR has been all abuzz about metrics and analytics

Management

Module 3 - Background

Metrics & Analytics; 360-Degree Feedback; Internships/Apprenticeships

Metrics & Analytics

For the past several years HR has been all abuzz about metrics and analytics. Everyone is talking about how to measure the effectiveness of HR programs and assess their impact on organizational outcomes. Well, what’s this talk all about? What are metrics? What are analytics? What is benchmarking? How are metrics, analytics, and benchmarking developed and used in the HR context? Also, what are scoreboards and dashboards? Answers to these questions will come from the reading and research in this module.

Required Material

Higgins, J. (2014). Bringing HR and finance together with analytics. HRMagazine, 59(11), 44-46. Retrieved from ProQuest in the Trident Online Library.

Lawler, E., Levenson, A. & Boudreau, J. W. (2004). HR Metrics and analytics: Use and impact. Human Resource Planning, 27(4), 27-35. Retrieved from the TUI Library.

Lowisz, S. (July 2008). Six good metrics. Recruiting Intelligence (ere.net). Retrieved from http://www.ere.net/2008/07/07/6-good-metrics/.

Mahoney-Phillips, J., & Adams, A. (2010). Getting the measure of HR. Strategic HR Review, 9(1), 5-9. Retrieved from ABI/INFORM Global.

Mayo, A. (2004). Making metrics relevant. Strategic HR Review4(1), 7. Retrieved from the TUI Library.

Optional Material

Boyd, N., & Gessner, B. (2013) Human resource performance metrics: methods and processes that demonstrate you care. Cross Cultural Management 20.2 (2013): 251-273. Retrieved from the TUI library. 

Chhinzer, N., & Ghatehorde, G. (2009). Challenging Relationships: HR Metrics and Organizational Financial Performance. Journal Of Business Inquiry: Research, Education & Application8(1), 37-48. Retrieved from the TUI Library.

Five steps to effective metrics. (2005). Strategic HR Review, 4(3), 7. Retrieved from ABI/INFORM Global.

Hite, M., & Nathanson, A. (2014). How do you do? HRMagazine, 59(7), 40-42. Retrieved from ProQuest in the Trident Online Library.

HR Leaders Shift Focus to Developing Staff Who Can Interpret Big Data. (2014). Toledo Business Journal30(12), 6-13.

Mirza, B. (2011). Cost-per-hire metric standard open for comment. HR Magazine, 56(3), 80. Retrieved from the TUI Library.

Schramm, J. (2013). The trouble with algorithms. HRMagazine, 58(11), 80. Retrieved from ProQuest in the Trident Online Library.

Wroe, N. (2012). Innovations in Talent Analytics. T+D66(8), 30-31. Retrieved from the TUI Library.

Zielinski, D. (2014). Get analytical. HRMagazine, 59(11), 61-62. Retrieved from ProQuest in the Trident Online Library.

360-Degree Feedback

Required Material

360 Degree Feedback Survey. (2008). Retrieved from: http://www.hr-survey.com/sd3609.htm

McMillan, Don (2012).  Life after death by PowerPoint. Retrieved from https://www.youtube.com/watch?v=MjcO2ExtHso

Nguyen, T., & Massingham, R. (2011). Using 360 degree peer review to validate self-reporting in human capital measurement. Journal of Intellectual Capital, 12(1), 143-74. Retrieved from ProQuest in the Trident Online Library.

Parmenter, D. (2000). Implementing 360 degree feedback. Charter, 71(1), 34-35. Retrieved from the Trident Online Library.

Optional Material

Brett J, Atwater L. 360° Feedback: Accuracy, Accuracy, Reactions, and Perceptions of Usefulness. Journal Of Applied Psychology [serial online]. October 2001;86(5):930-942. Available from: Business Source Complete, Ipswich, MA. Accessed February 13, 2015.

Lussier, R. & Hendon, J. Developing and managing: performance management and appraisal. Human Resource Management. Retrieved from http://www.sagepub.com/upm-data/42851_Pages_from_CH08_Lussier_85x11%28Minion%29_corrected_title_page.pdf

Peiperl, M. A. (2001). Getting 360° Feedback Right. Harvard Business Review79(1), 142-147. Retrieved from ProQuest in the Trident Online Library.

Tuch, M. (1998). How others perceive us. Ward's Dealer Business, 33(1), 58. Retrieved from ProQuest in the Trident Online Library.

Internships/Apprenticeships

Required Material

10 Benefits of Starting an Internship Program. Retrieved from http://www.internships.com/employer/resources/setup/benefits

The American Apprentice. (2013). HR Magazine58(11), 32-36. Retrieved from ProQuest in the Trident Online Library.

Houston, L. (2014, Apr 23). Top law company hails benefits of on-the-job training. Belfast Telegraph Retrieved from the Trident Online Library.

Jones, D. A. (2011). Apprenticeships back to the future. Issues in Science and Technology, 27(4), 51-56. Retrieved from the Trident Online Library.

Optional Material

10 Internship Characteristics that Attract Exceptional Interns. Retrieved from http://www.internships.com/employer/resources/setup/10-internship-characteristics-that-attract-exceptional-interns

Apprenticeship. (1992). Occupational Outlook Quarterly, 35(4), 26. Retrieved from ProQuest in the Trident Online Library.

Blackhurst, J. (2013). Collaborative training. Training Journal, , 9-12. Retrieved from the Trident Online Library.

Bring Back U.S. Apprenticeships. (2013). HR Magazine58(10), 4.

Lerman, R. I. (2011). In support of apprenticeships. Issues In Science & Technology28(1), 12.

 

 

Module 3 - Case

Metrics & Analytics; 360-Degree Feedback; Internships/Apprenticeships

Case Assignment

In this Case Assignment after you have read the articles from the required reading list, conduct your own library search and write a comprehensive summary/critique in which you answer the questions: 

  • What is the difference between metrics and analytics?
  • What is benchmarking?
  • What are scorecards and dashboards?
  • How are these tools being utilized in the HRM context? Bring in private-sector employer examples found in your readings/research (stating employers by name).
  • Offer your insights into the topic and its implications for HR.

Use at least 5 library sources to help strengthen your discussion. Reference all material cited.

Your paper should be at least 4-5 pages (not including cover sheet and reference page). Deal with these issues in an integrated fashion, rather than treating them as a series of individual questions to be answered one by one. Follow APA 6th Edition guidelines.

For instruction on writing papers, citing sources, proper referencing, and so forth, use Trident University's Student Guide to Writing a High-Quality Academic Paper.

Upload your paper by the module due date.

Assignment Expectations

Demonstrate critical thinking and analysis of the relevant issues and HRM actions, drawing on your background reading and research.

Information Literacy: Evaluate resources and select only library/Web-based resources that provide reliable, substantiated information.

Give authors credit for their work. Cite sources of borrowed information in the body of your text as footnotes or numbered end notes, or use APA style of referencing.

Prepare a paper that is professionally presented (including a cover page, a list of references, headings/subheadings, and a strong introduction and conclusion). Proofread carefully for grammar, spelling, and word-usage errors.

 

Module 3 - SLP

Metrics & Analytics; 360-Degree Feedback; Internships/Apprenticeships

360-Degree Appraisal

The 360-degree appraisal approach entails collecting performance information from several workers who interact with the employee being evaluated. For example, information can be collected from supervisors, subordinates, customers, and peers. In some situations, employees also evaluate their own work as a part of the 360-degree appraisal process. The 360-degree appraisal is designed to provide a comprehensive perspective on an employee’s performance. Some organizations use the 360-degree appraisal process mainly for developmental purposes because the results can be contradicting. The 360-degree appraisal process is a helpful foundational step to learning an employee’s strengths and weaknesses and then using that information for generating goals for MBO. Most employees prefer the 360-degree appraisal process because of its comprehensiveness and the amount of information that emerges from multiple sources. The following image is an example of different individuals who could potentially evaluate an employee during a 360-degree appraisal.

Potential Individuals Involved in a 360-Degree Feedback Appraisal Process

Feedback Appraisal Process

 

Assignment

  • Create a slide presentation that you will be presenting to your entire organization relating to the implementation of a 360-degree feedback appraisal process. Prepare 10-15 slides and notes to go along with each.
  • Make a persuasive presentation. As the VP of HR (known for being creative and intelligent), your task will be to define this unique performance management appraisal tool, how it will be implemented, the added value to each employee of using this type of system, and what the consequences might be of an employee receiving a low rating.

SLP Assignment Expectations

Demonstrate critical thinking and analysis of the relevant issues and HRM actions, drawing on your background reading and research.

Information Literacy: Evaluate resources and select only library/Web-based resources that provide reliable, substantiated information.

Give authors credit for their work. Cite sources of borrowed information in the body of your text as footnotes or numbered end notes, or use APA style of referencing.

Prepare a professional presentation. Proofread carefully for grammar, spelling, and word-usage errors.

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