MICAH DALMAN ACOSTA

MPA II
PA 208 (HUMAN RESOURCE MANAGEMENT)
I. Cases
A. The Need for HR at Tech Start-Ups
1. Why is it important for start-ups to pay attention to people issues?
Answer: Whether you’re running a start-up or another form of business, one of the
most difficult HR tasks is keeping people satisfied in their jobs. Employee morale
can be maintained by creating an environment in which employees want to work.
Start-up with strong HR practices are better positioned to develop and retain
employees, and both are important for business growth. They are more likely to fairly
compensate workers, invest in training managers, care about workplace culture, and
recognize the need for policies and Cultivate career paths.

2. How can having a good HR function help start-ups to grow profitability?

Answer: HR, in actuality, has a larger function than most people believe. In truth,
human resources may help a company’s bottom line in a variety of ways. HR has the
ability to have huge influence since it may be coordinated with other areas of
business. Here are some particular methods in which HR might boost profits. First,
better employment on boarding process, reducing turnover is incredibly important
because of the costly nature of replacing employees. Lastly, minimize the threat and
litigation.

3. How do you think HR differs in large companies like IBM or Goodyear, compared to
start-ups like GilHub?
Answer: The distinction between HR functions in major organization and start-ups is
mostly determined by the variety of tasks they must fill, the amount of people they
must manage, and the industry in which they operate. HR functions is start-ups are
more concerned with organizational structure and employee stability in the new job.
On the other hand, big firms, such as IBM and Google have more diverse
responsibilities and involvement in management’s strategic operations.

B. Well Fargo’ Recovery

1. Do you think Wella Fargo has done enough to punish those responsible for this
scandal? Why or why not?
Answer: Yes, I believe Well Fargo has done enough to discipline workers who acted
inappropriately against customers by denying them access to their accounts, cutting
CEO and CFO salaries, and returning tens of millions of dollars in equity to the CEO
and head. It’s serious compilation of violations that brings up the question of whether
Wells is too huge to handle effectively. There seems to be a significant issue at
Wells Fargo, and they must work diligently to resolve it.
2. Why do you think the board would not fire the CEO and head of retail banking, but
rather let them leave voluntarily?
Answer: The bank fired approximately 5300 employees between 2011 and 2016 as
a result of fraudulent sales. Wells Fargo clients began to notice the fraud after being
charged unanticipated fees and receiving unexpected credit or debit cards or lines of
credit. Initial reports blamed individual Wells Fargo branch workers and managers
for the problem. The controversy resulted in the resignation of CEO john Stumpf, a
number of settlements between Wells Fargo and various parties, and pledges from
new management to reform the bank.

C. GE’s Revised Performance Management System

1. Which of the three purposes of performance management (strategic, administrative,
development) are new performance management systems like GE’s best suited for?
Answer: Effective Performance Management is a Strategic, may lead to getting the
best out of people, performance management is a system that aims to develop
individuals with the necessary commitment, skills, and standard gravity for working
through shared meaningful objective.

2. What are the advantages and potential disadvantages of encouraging peers to

provide feedback using app?
Answer: Real-time feedback is a good example of how performance management
systems have evolved to become more forward-thinking. Typically, feedback was
kept to a minimum. Workers would acquire it during an annual performance
evaluation, during which they would be formally judged and evaluated on their
previous performance. The advantages of peer’s feedback it gives you a fuller
picture of an employee’s performance and it gives you a broader idea of an
employee’s strength and weaknesses. The disadvantages of peer feedback can
skew the professional’s performance or paint them in a negative light. Before
sourcing out your peers, be aware of these peer feedback cons. It can leads to
confusion and differing opinions.

3. If a company is considering developing a performance management system similar

to GE’s, what should it to do to support the system’s effectiveness?
Answer: Quality management that works. Those three terms encapsulated a goal
that every business aspires to achieve. This method is ineffective; annual
expectations easily become outdated, and retroactive assessments leave no space
for workers to make adjustments. Performance management is evolving into a real-
time method of interacting with workers, allowing managers to guide employees
toward expected productivity and performance. Present performance improvement
platforms and processes have filled the gap left by the still broken conventional
approaches, thanks to a better understanding of employee motivation.
II. Discussion Questions
1. Selection, training, compensation and performance management are important HRM
functions. How can each of these functions help companies succeed in meeting the
sustainability challenge, the global challenge, and the technology challenge?
Answer: Staffing, recruitment, compensation, and performance management are all
essential human resource activities that affect an organization’s position in meeting
its stakeholder’s needs. Human resource management activities, which contribute
effectively to profitability, efficiency, and other objectives in line with the company’s
purpose and vision, are a significant element of an organization’s business
orientation and path toward high levels of competency and competitiveness.