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Essay / Research Paper Abstract
This 3 page paper looks at Human Resource professionals in the workplace as it respects goal-setting, performance evaluation, and workplace rewards. Various questions posed by a student are answered. Bibliography lists 4 sources.
Page Count:
3 pages (~225 words per page)
File: RT13_SA726HR.rtf
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Unformatted sample text from the term paper:
in todays day and age, the market is very competitive and workers compete globally. In order to remain relevant, and to attract the best and the brightest employees, attention to
these things are very important. Employees want to feel valued and if they feel that they are not, they may look elsewhere. The issues in question-- goal-setting, performance evaluation,
and workplace rewards-according to a student, impacts both positively and negatively productivity and job satisfaction. This seems to be the case. After all, while many employees are looking for
a reward for good performance, they do not want to be penalized if they make a mistake in the course of learning the business. In fact, Umiker (1983) points out
that many performance evaluation systems are not efficient. This means that the system is not fair, despite the fact that it has improved over time (Umiker, 1983). What happens is
that there are often goals set and rewards tied to performance. In traditional companies, this means that if employees do well, they get raises and bonuses. In sales positions, it
means that if the employee meets a sales goal, they will be given more money or perks. This is true in ordinary sales positions as well as in the position
of the HR recruiter. The problem with tying the two together is that sometimes the system is deficient (Umiker, 1983). It seems fair on the surface, but even in sales,
luck makes a difference. A sales person who is only cold-calling a certain area, may not be assigned to the best location. An employee who has done fair on a
very tough job may not be as well rewarded as a peer who has done well on a very easy task. Still, many firms continue to use the goal-reward model.
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