Whatever job you have been in, you've experienced an HR strategy, even if it wasn't very well thought out by the organization's leaders. Please share a strategy you've experienced that either seems particularly good or bad. What made it good or bad? Given the rich diversity of learners in this course, please indicate what country this experience occurred in. If you haven't worked, you can draw on things you've heard from relatives, friends, or others.

Answer 1

One HR strategy that I experienced in a previous job was the implementation of a performance-based bonus system. This occurred in the United States.

This strategy seemed particularly good initially because it aimed to reward employees based on their individual performance and contributions to the organization. It was designed to motivate employees to exceed expectations, increase productivity, and achieve higher levels of success. The concept seemed fair and had the potential to boost employee morale and engagement.

However, the execution of this strategy turned out to be unfavorable, mainly due to the lack of clarity and transparency in the performance evaluation process. The organization has not defined clear performance criteria or provided adequate training and support to employees to understand the expectations. As a result, the bonus system appeared biased and subjective, leaving employees feeling demotivated and frustrated.

Furthermore, the organization had unrealistic performance targets, which were almost impossible to meet, given the limited resources and time frame. Instead of driving performance improvement, this strategy created a competitive and hostile work environment, with employees focusing more on meeting targets rather than fostering collaboration and teamwork.

In summary, the performance-based bonus system appeared good in theory but fell short in practice due to inadequate planning, unclear expectations, and unrealistic targets. It lacked transparency, fairness, and effective communication, ultimately leading to decreased employee motivation and job satisfaction.