Discussion post responses-

For each peer response it must be 150 words

Peer 1- Rhonda Hughes

Performance of measurement is the regular collection of data to assess whether the correct processes are being performed and desired results are being achieved (HRSA, n.d.). Most of the time when we go in for an interview we want to make sure our resumes are is immaculate. The resume may or may not represent you correctly. If you are applying for a manual type job where it calls for lifting objects or intense agility; it might have fit your criteria ten years ago when you were younger. Of course your resume reflects that you once were fit enough to accomplish all the requirements, but now you do not exercise much and feel you to don't obtain that type of energy. Even though it is on your resume, this should be something that is explained to the interviewer so that they understand this.

I feel that employers can try and accommodate those who may be qualified on the cognitive side of the house and may not score very high as far as obtaining the agility. By supporting the employee such as, offering additional training to help them to work at the optimum ability in those areas they are weak in. I do believe once the employee continues to strive for better, the employer will have a dedicated staff member with the organization. Evaluating the employee(s) on a quarterly basis to measure the concurrent validity measuring the overall performance will allow the employer to evaluate effectively (Aaomdt, 2015). Overall the employer wants the highest measure of performance and avoids any adverse impact (Aaomdt, 2015).

Aamodt, Michael G. (2016). Industrial/Organizational Psychology: An Applied Approach, 8th

Edition. [VitalSource Bookshelf Online]. Retrieved from https://online.vitalsource.com/#/books/9781305840683/

U.S. Department of Health and Human Services. (n.d.). Performance Management & Measurement.
Retrieved from http://www.hrsa.gov/quality/toolbox/methodology/performancemanagement/index.html

Peer 2- Henry Garcia

Measures of performance can be done through Key Performance Indicators are measures that indicate the progress or achievement towards goals set by the organization. They include profits, returns on investment, number of customers, customer acquisition cost, sale by region and many more. However, they do not show the actual or complete information of performance of the employees. For instance, it is difficult to determine the quality of product or services provided by the company through its workforce because of the focuses of performance measures (Robinson, 2015). The organization includes its personnel and it they are focused on results which are the target goals; it is also difficult to measure their workplace morale and motivation towards performance. Measurement of performance does not allow a company to measure their competitive advantage on the market and it can only be done by a specialist firm. It is important for any business organization to know its competitive advantage for planning and budgeting.

Measures of performance can improve through various ways. To increase sales and expand the customer base of the company, frequent market research, product sales and fact finding research on product quality improvement can be done. This cannot be done through improving the workforce (Robinson, 2015). Engagement of workers in key planning forums for the company and giving them incentives will boost their morale for they will know they are significant players in the company's success. Research should be done by specialist to determine the competitive advantage of the company and measures put in place to improve their market position. The company should also put more attention and focus on other factors that determine the performance of the company that cannot be measured. For example the quality of workers lives, customer feedback and the value of human resource.

Reference
Robinson, D. G. (2015). Performance consulting: A strategic process to improve, measure, and sustain organizational results.

Peer 3-Valeria Jones

Objective measures of performance are those based on factual data such as units produced, hours worked, clients were seen, and a number of calls made. While easy to understand and not subject to personal biases, these types of performance measurements often tell an incomplete story because they leave out contextual and contingent performance variables. For example, family dynamics may influence employee attendance. An employee with one or more child may be required to miss work more often than an employee with no children. However, the employee who is a parent may perform as well or better than employees with no children. Job performance observation reliability can be improved when personal performance inconsistencies are understood and when variations external to job demands or individual behaviors are managed. Understanding personal performance inconsistencies will increase the intrinsic reliabilities of criteria. For example, understanding the life space variables for an employee will increase the intrinsic reliability for this person's performance evaluation. If some all jobs gave their employees an annual review, then they would stay on top of the employees and their strengths and weaknesses within their job performance.

Aamodt, Michael G. (2016). Industrial/Organizational Psychology: An Applied Approach, 8th Edition. [VitalSource Bookshelf Online]. Retrieved from https://online.vitalsource.com/#/books/9781305840683/