There are several other organizations that have employed the two alternatives and have improved greatly on their performance and profitability. One such organization is Wal-Mart Inc. the organization ensures that all those who are employed in the organization are competent and have the necessary qualifications that match the profiles for the managerial positions they hold. In addition, this organization provides for internal promotions provided the persons applying for the position are qualified and have the necessary qualifications.
Answer 2& 3
Evaluation of alternatives:
- Efficiency in performance.
Using the first alternative the efficiency is measured by the speed of completion of jobs. The staff evaluation will assist in knowing the lazy and those who finish on time.
Using the second alternative, the efficiency will be measured after employment and the organization will rely on past information of the job seeker.
- Achievements of targets
Using the first alternative, the employees without qualifications may also achieve the set goals. This makes this measurement criterion inappropriate for use.
Using the second alternative, the employment of qualified staff and merit will be pivotal in achievement of goals and achieving of targets and this will make it a good measurement criteria.
- Meeting Deadlines
Using the first alternative, this measurement criterion may not work as non-qualified people may not meet any deadlines.
Using the second alternative, qualified employees will be thirst of performance and will meet the said targets on time. This will make it a better option for use.
- Performance contracting
The first alternative is very good as it will help in dismissing the employees without qualifications as they may not meet the required performance. The second alternative will also be applied in this measurement as new employees will be required to sign the contracts before employment.
- Filling of the balance score card
The scorecard will be applicable using the first alternative as those without qualification will be dismissed due to low performance.
The second alternative will be applicable in instituting the measure as the employee will subscribe before they are allowed to take the job.
Ammons, D. (2007). A tool for Accountability and Performance Improvement. Chapel Hill of Government , 1-12.
Wal-Mart. (2014, November 6). Careers & Recruitment. Retrieved November 6, 2014, from http://corporate.walmart.com/global-responsibility/veterans-military-families/careers-recruitment: http://corporate.walmart.com