In this Assignment, through the Google performance measurement case study, you will engage in;developing the following professional competencies;Obtain and process information;Managing Talent: How Google Searches for Performance Measures;If there?s one thing Google knows, it?s how to use software to wade through massive amounts of data;and find what is most relevant. So it should come as no surprise that when the information technology;powerhouse wanted to develop better managers, it started by looking at the data. As it turns out;Google found plenty to learn. Like most businesses, Google had files of data about managers?;results of performance reviews, surveys measuring employee attitudes, and nominations for;management awards. Unlike most businesses, Google figured out how to analyze all that data to;come up with a profile of the kind of manager whose team is most successful.;The company?s people analytics group (which brings together psychologists, MBAs, and data-mining;experts) analyzed 10,000 observations about managers in terms of more than 100 variables, looking;for patterns. The initial finding was a surprise to some at a company that had once operated without;managers: teams with good managers outperform teams with bad managers. But what makes a good;manager? Under the leadership of Google?s HR vice president, Laszlo Bock, the company distilled its;findings into a list of the behaviors that get results;1. Be a good coach.;2. Empower your team. Do not micromanage.;3. Express interest in team members? success and personal well-being.;4. Don?t be a sissy: Be productive and results-oriented.;5. Be a good communicator, and listen to your team.;6. Help your employees with career development.;7. Have a clear vision and strategy for the team.;8. Have key technical skills so you can help advise the team.;Allen, F. E. (2011, March 13). Google Figures Out What Makes a Great Boss - Forbes.;Retrieved from http://www.forbes.com/sites/frederickallen/2011/03/13/google-figures-out-what-makesa-;great-boss/;Unit 6 [203: Human Resource Management];Perhaps those points sound obvious. But keep in mind that someone hired as a programming or;analytic whiz and later promoted to a managerial role might not have given much thought to, say;cultivating the ability to express interest in team members? success, which ranks far above technical;skills. Seeing this on a list identifies the behavior as something statistically related to superior;performance not just in general, but at Google specifically.;Furthermore, this is a behavior that can be measured (for example, by asking employees if their;supervisor expresses interest in them), and it can be learned by managers who want to improve. By;building performance measures in the eight key areas, Google was able to evaluate its managers?;performance and identify those who needed to improve in particular areas. It developed training;programs in the eight types of desired behavior. Before and after providing performance appraisals;training, and coaching, Google conducted surveys to gauge managers? performance. It measured a;significant improvement in manager quality for 75 percent of its lowest-performing managers. But;Bock isn?t resting on that success. Google intends to keep crunching the data, in case the criteria for;a successful Google manager change at some point in the future. One thing is for sure: Google will;continue to follow the data.;Answer the three questions below in a 2-3 page paper. Follow the project guidelines below.;Questions;1. Describe the five criteria for effectiveness of a performance management system and;summarize how Google?s approach to performance management meets these criteria.;2. Identify errors that could arise in the way Google collects performance data on managers.;Describe how it could minimize these errors.;3. Describe the steps or activities that might be involved in Google?s performance management;process.;Requirements;1. Use the Case Study Template here (also available in Doc Sharing) to format your paper.;2. Complete a 2-3 page paper (not including the title and reference pages).;3. Answer each question thoroughly.;4. Demonstrate your understanding of the information presented in the weekly reading;assignments by defining terms, explaining concepts, and providing detailed examples to;illustrate your points.;5. Include at least two references from your reading assignments, or other academic sources, to;reinforce and support your own thoughts, ideas, and statements using APA citation style.
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