Managing Human Resources: Performance Management Models, Theories, and Remote Team Management at Google

Managing Human
resources

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................4
Definition, evaluation and analysis of performance management models followed by
advantages as well as disadvantages...........................................................................................4
Theories, practices and approaches to manage performance level and business approach to
manage remote teams. Explain the role of line managers and any legal, well being and health
compliance considerations..........................................................................................................6
Example of one named organisation which prepared its business and staff for home working
determining the ability to review, what preparation and approaches have been taken, aim to
manage the performance of people.............................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
......................................................................................................................................................14

INTRODUCTION
Human resource management is defined as a strategic approach in order to manage
people in an effective manner through increasing competitive advantage. It is implemented in
order to increase employee performance in better way as per the business objectives. Managing
human resources basically means all business functions that manager performs in relation to
employees. It is very necessary to manage employee performance because they are helpful in
managing the gap between both employee performance as well as business objectives. In terms
of human resource management there are five main elements which are staffing, development,
compensation, health and safety and employee relations(Martin-Navarro, Sancho and Medina-
Garrido, 2021). While managing human resources there is an effective need of planning all
activities and in accordance with it implementing vision and mission. The below report includes
performance management models, theories, best practices and certain approaches followed by
roles of line managers, examples of one named organisation in accordance with its approaches
and preparation. The report is based on Google. It is an American multinational technology
company which provides all services in relation with Internet and products which involve online
advertising, search engine, cloud computing and so on.
MAIN BODY
Definition, evaluation and analysis of performance management models followed by advantages
as well as disadvantages
Performance management is defined as a procedure of assuring that all business activities
as well as outputs achieves goals enabling proper efficiency. It is considered as a management
tool which helps all executives in monitoring and analysing overall performance of employees.
In terms of performance management model it refers to a system based model to implement a
culture in terms of achievement in all public sector organisations. It allows both management and
workers to follow a structured and systematic process of employee development in order to
achieve business objectives(Santhanam and et.al, 2021).
There are different types of performance management models which includes key
performance indicators, performance appraisals, 360 degree feedback, management by objectives
and many more. The models of performance management are been explained as below:-
360 degree feedback model:-

It is defined as a model in which employees receive feedback from their subordinates,
colleagues as well as self evaluation is also done. The main purpose behind 360 degree feedback
model is to guide each individual in understanding about their strengths as well as weaknesses in
order to determine their professional development(Bienkowski and McGowan, 2021). It is
considered as an appraisal system in which overall feedback is collected from various sources. It
includes many things like through which feedback can be collected as with the help of
questionnaires. The advantages and disadvantages of 360 degree feedback model is explained as
below:-
Advantages:-
This model is effective because it creates self-awareness about both strengths and
weaknesses. By analysing all strengths and weakness management team develops their skills
through which they get motivated in improving their performance. It also improves productivity
as when an individual receives feedback from other members their morale gets improved and due
to this they perform more better in the organisation. As there are various teams and all people
receive feedback from other members of the organisation so it helps in building more trust. 360
degree feedback model also increases transparency within all organisation as it enables to
enhance their decision making which also lead to more profits.
Disadvantages:-
Though the model has many advantages but at the same point of time they has certain
disadvantages also. By using this model it creates of situation of increased distrust in leaders as if
leaders will not communicate with other people as what they should do after seeing the feedback
then people will think that giving feedback was of no use which will create a situation of distrust.
It is also a time consuming process the method of questionnaire is followed so it takes much time
to answer all kind of questions. It is been also analysed that 360 degree feedback model create
biasedness also as there may be many people who will not give honest feedback as they don't
trust other people(Dovlatova and et.al, 2021).
While evaluating 360 degree feedback it is used in two ways. The first one implies that
this model is considered as a development tool which is done to help workers in analysing their
strengths as well as weaknesses and through this they can become more efficient. Through this
model people while receiving feedback enhances them to develop their skills wherever