HCS_341_week_4__2.docx HCS/ 341 HR in Health Care Week 4- Team: Remediation and Planning What were your
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HCS_341_week_4__2.docx HCS/ 341 HR in Health Care Week 4- Team: Remediation and Planning What were your weakest areas on the week 2 and week 3 signature assignments is there something that was not covered in these assignments that youre still ensure about or would like to learn more about? In week 2 signature assignment my weakest part was elaborate the compensation and benefits. Because when it comes to the compensation and benefits functions of the human resources, I didnt really understand what it meant when someone else will come in and handled by one of the specialists, with dual expertise and I just couldnt figure it out or comprehend it. My weakest part in week 3 signature assignment it was very difficult for me to understand the Laws of United States it had sections, numbers and alphabets some of it was contradiction, very hard to understand. In the week 2 assignment my weakest part was understanding the functions of performance management. Since we had not gone over the actual functions of performance management, I thought this area was mainly handled by the actual supervisors and management not human resources. Human resources establish the objectives that need to be achieved over time by the employee. The performance goals for employees should align with the goals of the organization. I now understand why performance management is handled by HR as well as managers and sup. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . .
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