Neo-Confucianism Is a Philosophy Which Was Born TEST1

Inter Clean Scenario -- Human Resources

The InterClean, Inc. scenario deals with ways to consolidation of two workforces due to an acquisition. In order to determine viable measures for maximizing the new human resources scenario and to improve their competitive advantage in the marketplace, InterClean must develop a new human resources strategy. InterClean, Inc. As changed their organizational focus and have acquired an entirely new set of employees with the acquisition in which they must train and evaluate. The company must introduce these employees to a new set of strategic objectives. One of the first challenges that they will face will to be to build the skill inventories from the new EnviroTech employees.

Evaluation is an important component of any human resources department. Without an evaluation is it difficult to know where employees are in regards to their career development. Furthermore, the effective use of an evaluation has also been shown to reduce stress as well as an employee's intentions to quit and the organizational turnover rate. Most organizations still handle evaluations through a top-down fashion which are given from supervisor to the set of employees that they supervise.

There are many problems with this approach. The top down approach to evaluations is always effective because it's based on a biased opinion of the employee and their performance; whether consciously or unconsciously. Furthermore, another problem is that the supervisor in many cases does not actually spend much time working with their subordinates; which will be the case with the company's new employees. Therefore the management team will not be in a position to be evaluating EnviroTech employees.

Peer-to-peer or co-worker performance evaluations were one option that was identified that might work for the situation. These evaluations are conducted by employees who work at the same level who evaluate each other. The advantage of this strategy is that these are the people that they work the closest with. When you work in close proximity to other employees then you have many insights that could not be provided any other source. Therefore the peer group can significantly enhance the quality of an evaluation system. Whereas an InterClean supervisor may only have a limited amount of interaction with the new employees, members of their peer group will interact with them on a continual basis. Therefore basing the evaluation on the peer group might better reflect the actual working habits and styles of the employees.

Another option would be to develop a 360 degree rating system. This is similar to the peer system except for it adds more dimensions. This can benefit the organization in many ways. The first is that simply knowing that you are being evaluated by your peer group increases the likelihood that you will be on your best behavior. If you are conscious that you are being evaluated at all times then this provides an incentive for you to maximize your individual performance. However, in some cases it can also led to people being more reserved out fear that they will be scored negatively. This can work to stifle creativity and sharing in some instances.