Please don't use ,edu, .com, .org, . net. Use in text citations and reference list. Please choose one of the topics and follow the directions. Select any one of the following starter bullet point...

Please don't use ,edu, .com, .org, . net. Use in text citations and reference list. Please choose one of the topics and follow the directions.

Select anyoneof the following starter bullet point sections.Review the important themes within the sub questions of each bullet point.The sub questions are designed to get you thinking about some of the important issues. Your response shouldprovide a succinct synthesis of the key themes in a way that articulates a clear point, position, or conclusion supported by research.

Select a different bullet point section than what your classmates have already posted so that we can engage several discussions on relevant topics. If all of the bullet points have been addressed, then you may begin to re-use the bullet points with the expectation that varied responses continue.

• Opinions in organizational literature about performance appraisals (PA) as part of performance management are mixed. Some suggest PA is a crucial feature for HRM. Others criticize PA as counter to other organizational goals.




• Assess the role of PA. What are its potential benefits to both individuals and organizations? What are some of its potential drawbacks?


• How should we assess the difference between performance appraisal and performance management? What are the best practices to consider?

• 
  
  
  
  • How might performance appraisal and performance management contribute tostrategicHRM?
  
  
  
  

• Global economic forces, shifting preferences, and changing demographics are all presenting challenges to organizations and individuals trying to effectively manage careers. In this challenging environment, some suggest that employees are responsible for their own career management. Others suggest that organizations have responsibility for the career management of the workforce. Assess the responsibility of both employers and employees for career management.




• What are the critical steps an employee needs to take to manage his/her own career?
  


• What are the critical, strategic factors an organization needs to consider when making decisions about how to support employees’ career management?

• When organizations downsize or go through other dramatic events leading to a reduction in force (RIF), employees are often caught unprepared for the day when they receive their layoff notice. Defend at least three ideas for how employees can be prepared for a loss of their jobs (consider the performance and career management issues).




• What assistance should employers be expected to provide for terminated employees?


• How does the WARN Act affect employer responsibility?


• Justify at least three ideas for assistance that employers should provide to their laid off employees.

• 360-degree feedback has become an important part of many performance management systems. It provides employees with performance feedback from supervisors, co-workers, peers, and customers, and for managers, their direct reports. The performance feedback is usually a part of a developmental plan and is often a part of the organization’s performance appraisal process, as well. However, 360-degree feedback has come under criticism in many organizations.




• Evaluate the benefits and criticism that 360-degree feedback has encountered.


• What are the pros and cons of the method as well as the organizational requirements for success?


• If your company uses a 360-degree process, include your own personal experience with the method and your assessment of its value. If your company does not use a 360-degree feedback process, analyze whether you think that it could be successful in your organization.

The final paragraph (three or four sentences) of your initial post should summarize the one or two key points that you are making in your initial response.

Your posting should be the equivalent of 1 to 2 single-spaced pages (500–1000 words) in length.