HomeStyle is a house remodeling company that makes countertops in various styles and colors. The company has not done a good job of motivating its employees, and this year, as HomeStyle’s new office opened, it faced a decrease in morale and productivity. HomeStyle needed a way to motivate its employees, and that motivated the company to purchase a software system that would help it do just that

The human resources department’s recommendation assumes that HomeStyle’s existing appraisal system was ineffective and that the company must improve it. However, HomeStyle’s human resources department could have implemented such a system. In fact, the company had already been using such a system. The problem may have been that the system was too complex and cumbersome, or that HomeStyle’s human resources department lacked the expertise to implement the system. Perhaps HomeStyle’s managers were discouraged by the amount of time they spent filling out the appraisals. The human resources department has to determine whether the current system was effective and provide the managers with relevant training. Only after HomeStyle’s human resources department has properly evaluated its appraisal system can it recommend any changes. If HomeStyle’s managers are unwilling to spend the time required to evaluate their appraisal system, then the human resources department should recommend an alternative

HomeStyle’s human resources department also assumes that the CounterBalance software will effectively motivate HomeStyle’s employees. If the CounterBalance software does motivate employees, then the company will save money and time on hiring additional staff. However, HomeStyle already has a system that motivates its employees. HomeStyle’s employees need encouragement from their managers to succeed. Managers should communicate with their staff, share with them their successes, and praise them for their achievements. Managers should also recognize failures, provide constructive feedback, and help employees improve. If the managers at CounterBalance fail to motivate their employees, then HomeStyle’s human resources department should recommend additional training for CounterBalance’s management staff

If the CounterBalance software does not motivate HomeStyle’s employees, then HomeStyle’s human resources department may need to consider other options for motivating employees. HomeStyle’s human resources department could motivate its employees by offering group activities, such as team lunches or outings to local attractions. The human resources department could organize social events such as holiday parties or happy hours. HomeStyle’s human resources department could provide employees with incentives, such as raises or bonuses. The company could also give employees opportunities to improve their careers, such as new positions within the company. HomeStyle’s human resources department needs to ensure that HomeStyle’s managers have the knowledge and skills to motivate their employees. If HomeStyle’s managers are unable to motivate their employees, the company may need to hire additional staff or fire some of its managers

The CounterBalance manufacturer is confident that its software will improve HomeStyle’s employees’ performances. The human resources department should evaluate CounterBalance’s software to determine whether it will improve employee performance. If the software does not improve performance, then HomeStyle’s human resources department should recommend this system to CounterBalance’s managers. If HomeStyle’s human resources department does find evidence that the software will improve employee performance, then HomeStyle’s human resources department should recommend it to CounterBalance’s managers

HomeStyle’s human resources department should research its appraisal system before recommending it to CounterBalance’s managers. The human resources department should evaluate the effectiveness of the appraisal system, then recommend any changes necessary to CounterBalance’s managers. If the human resources department finds that the appraisal system is not effective, then HomeStyle’s human resources department should recommend an alternative. If the human resources department finds that the appraisal system is ineffective and that CounterBalance’s managers are unwilling or unable to improve it, then the human resources department should recommend that CounterBalance’s managers consider hiring additional staff or firing some of its managers

In summary, HomeStyle’s human resources department needs to evaluate its appraisal system before recommending it to CounterBalance’s managers. If the human resources department finds that the appraisal system is not effective, then HomeStyle’s human resources department should recommend an alternative. If the human resources department finds that the appraisal system is ineffective and that CounterBalance’s managers are unwilling or unable to improve it, then the human resources department should recommend that CounterBalance’s managers consider hiring additional staff or firing some of its managers.