[hmd]

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بدون مقدمات حل الواجب
1. Why do you think Freescale focuses on metrics? Why don’t more organizations follow its approach?

Answer:Metrics allow for accountability and accurate record keeping. Freescale focuses on metrics for employee retention, which can be very expensive for a company to replace human capital when an experienced employee leaves the company. Some organizations do not share information and do not communicate therefore they are more likely to lose good employees as well as customers.


2. As a manager, would you want to be accountable for the acquisition and retention of employees you supervise? Why or why not?


Answer: Yes. Building your own team can be paramount to success. Acquiring and retaining employees is crucial to the performance of your organization and the best managers do this proficiently. Reducing turnover and retaining quality talent are two important keys to productivity for managers.


3. In general, what do you think are the advantages and limitations of such metrics?


Answer: The advantages are that quantitative data and metrics bring clarity to many decisions. Strategic planning for human resources and talent management can be facilitated through information systems and the use of knowledge management systems or computers since these programs can include data from many sources including Census data and the Bureau of Labor Statistics. One limitation is when these systems are relied on solely without the use of common sense and even intuition to make certain decisions, particularly about individuals. In addition, some firms spend too much time planning and get involved in “analysis paralysis” whereby they plan but do not execute the strategy.


4. Freescale focused on metrics for the acquisition and retention of employees. Do you think metrics can be applied to other areas of management, such as employee attitudes, employee performance, or skill development? How might those metrics be measured and managed?

Answer: Yes, metrics can be applied in every area of organizations. There are many skills inventories, leadership surveys, personality tests, etc. Many of these tests offer important results for hiring purposes, team-building, cross-cultural development and many other areas. Each senior to middle manager should be responsible for the measurement and management of these tools in order to provide an environment for the employees to succeed and prosper. The only caveat is that these instruments should be used in conjunction with other methodologies as well to ensure equity for all employees.

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