Essays on Advising the Practical Aspects of Theories to Vesna Case Study

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The paper "Advising the Practical Aspects of Theories to Vesna" is an outstanding example of a management case study.   In this case study, the first assumption is that Vesna has no previous experience of working on a position of communication manager. Second is that she is unaware of the methods and procedures, which are required to work as per the job description. The third is the overall performance of the Google, Atlanta branch, which is affecting because of Vesna’ s inappropriate behavior. Moreover, Vesna has not studied the latest HRM courses, since she has done Masters in communication, and she has lesser information about the performance appraisal.

By not evaluating the performance in the right way, she is unable to train the staff. Another assumption is that she wants to decrease the number of staff, because of redundancy, in which the staff has not reached the performance standards that were made in the last year. Lastly, there is a communication gap between Vesna and her staff and her HR manager. 1. Advising the Practical Aspects of Theories to Vesna This section will give advice to Vesna that will make her understand about the practical aspects of 360-degree feedback, downsizing and redundancy. 1.1 360 Degree Feedback To enhance the effectiveness of the employee, Vesna is advised to use the High-Performance Work Systems (HPWS).

It is about a group of HR practices i. e., staffing, training and performance appraisal that is designed to enhance the employee’ s effectiveness. This system can generate superior performance output, which will be beneficial for the company. These HR practices affect the performance of the company by having an impact on social and human capital. If Vesna learns about the HR practices, especially the performance appraisal and training, then she can quickly cope up with the desired job description.

The performance appraisal is the annual review of the performance of an individual and 360-degree appraisal is one of its methods. Vesna can use 360-degree appraisal in which the individuals can receive anonymous feedback from those people, who are working in the same workplace. She can gather data on the employee’ s abilities, skills and behaviors from the other employees. This method must be used regularly and consistently to evaluate and reward employees. 1.2 Performance Management To reduce the communication gaps between Vesna and HR manager and Vesna and Staff, she is advised to reinforce the organizational structure according to the concept of performance management.

It will allocate the resources to attain maximum efficiency. It will clarify the responsibilities to establish the reporting patterns. Like this, it will aid in coordination among the workforce. Performance Management can play a vital role in reducing the problems that are created after the employment of Vesna. It can encourage the line managers and supervisors when they are included as a part of a decision making process.

Moreover, there is a reward structure in the performance management that can help Vesna in reviewing the performance of the workers in an appropriate way. 1.3 Strategic Downsizing versus Redundancy Vesna is required to have skills that can give her a sense of differentiating the redundancy from the downsizing. Downsizing is a cost-driven strategy and it occurs due to the outsourcing, privatization, poor financial performance, new technology, bankruptcy, structural decline, decreased activity and re-organization and re-engineering. It demotivates the employee by lowering their morale.

Since Vesna has recommended the decrease in the staff by 10-15 workers. This will negatively affect the performance of Google because of the downsizing impacts business performance negatively. However, she is recommended to redesign the structure of the organization, because restructuring has a positive impact on the performance of the business. Redundancy is associated with the Downsizing, but it gives the best results as compared to the other methods of Downsizing. That’ s why Vesna is advised to apply voluntary or compulsory redundancy rather than the other methods of Downsizing.

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