Human Resources

Course: MHRV 6451-06G-01B10, Human Resource Management Methods

Professor: Scott Chavez

Student name: Kiet Tuan Dao

ID: 179106

Section Exam II

Dear my professor,

Question I

Phillips said that, “A performance analysis is generally called for when you want to improve a part of the organization or to fix a problem that someone has brought forth. Both are generally fixed in the same manner. There are four performance improvement needs: Business, Job Performance, Training, and Individual. When performing an analysis, it is best to take a long-term approach to ensure that the performance improvement initiative ties in with the organization's vision, mission, and values. This connects each need with a metric to ensure that it actually does what it is supposed to do. This is best accomplished by linking performance analysis needs with Kirkpatrick's Four Levels of Evaluations (Phillips, 2002): Business Needs are linked to Results or Impact (level 4). Job Performance Needs are linked to Behavior (level 3). Training Needs are linked to learning (level 2). Individual Needs are linked to Reaction (level 1)”.

To sum up, when there is a low productivity or problems in doing business, the organization’s managing board should apply a performance analysis with the collecting of information and data, including some other analyses (SWOT, internal and external factor analyses matrix) to find out a proper performance improvement system to reduce or solve the impact(s). When a company has big weaknesses, it will try its best to overcome them, turns them into strength. When an organization has to face with important threats it will try to shirk them, and focuses on opportunities. Strategies of WO (Weaknesses – Opportunities) aim at reducing the internal weaknesses by exploiting the external opportunities. Sometimes, there are some big external opportunities but the company’s internal weaknesses prevent them being used. It is better to pay attention to the need of training because...