Peer Learning Discussion Week 9-HRTM 622

Peer Learning Discussion Week 9
Given the rise of remote work, how should HR strategic planning adapt
performance management practices to meet the needs of a dispersed
workforce? Discuss the challenges and opportunities associated with
managing performance, providing feedback, and fostering a
collaborative culture in a virtual or hybrid work setting.
APA writing conventions should be followed with a minimum of two

(2) sources referenced (in the end of your answer) and cited (as
appropriate within your answer). Your response (minimum of 300
words) should be a thoughtful, objective academic analysis of the
OBHR concepts being learned in the course.
You must post your answer in the body of this discussion post and
NOT in MS word or PDF file as an attachment. Review the posts of
your peers and respond to a minimum of two posts with substantive
contributions (minimum of 100 words each) extending the
discussion. Citations are encouraged, but not required for the
responses to your peers.
Initial post and replies to your peers must be completed in OGL

hours only.
DISCUSSION WEEK 9
The rise of remote work is forcing HR to change and adjust its

strategic planning for specific challenges and new opportunities due to the
new status quo and the dispersed workforce. Performance management
involves understanding not only the outcomes of employees' work but also
the effort and complexity of it. Because remote work perhaps lacks the same
day-to-day visibility as in-person work. HR must rely on clear, objective
performance metrics (Heitmann, 2020). Setting clear expectations and goals
is one way to do that by making sure that everyone is on the same page
regarding what is expected of them (Axonify, 2018).
This means that giving feedback in a virtual or hybrid work environment

will be about frequent check-ins and leveraging digital channels to ensure
that communication flows openly on both sides. HR and Managers need to
establish formal feedback mechanisms, including regular one-on-one
meetings on a weekly or two-week basis, where employees and managers sit
down to discuss the workload, prioritization, progress, obstacles, and
successes. Secondly, HR should ensure continuous feedback as an integral
part of the culture so that people feel comfortable requesting help at any
time rather than waiting for the formal check-in meetings.
It is not an easy task to encourage a culture of collaboration in the

virtual or hybrid model, especially in the older generations, but it is not
impossible; it does take thoughtful work, so HR can use collaboration tools
like Slack, Microsoft Teams, or other similar to communicate with other
people and collaborate on projects quickly. Virtual teams can also be
involved in some form of team-building activity to help them build a sense of
camaraderie. Equally, HR can help foster collaboration by promoting equity
and inclusion in the organization by providing remote workers equal
resources and opportunities as their in-office workers (Jackson, 2022).
In conclusion, working from home or in a hybrid system requires clarity

of performance metrics, recurrent and organized feedback, and an induced
collaborative culture through digital platforms and inclusivity practices to
enable strategic HR planning. Such strategies will help keep employees
productive and engaged, aligning them with organizational goals.
Axonify. (2018). The impact of learning on employee engagement. Axonify.
Heitmann, M. (2020). The importance of onboarding in remote work settings.

HR Insights Journal, 15(3), 45-50.
HRMT 622: Talent Management. (2023). Toronto: Top Hat Monocle, Inc.
Jackson, B. (2022). Effective performance management for remote teams.

Performance Review Quarterly, 28(1), 33-37.
Sexty, R. W. (2017). Canadian business and society: Ethics, responsibilities, &

sustainability (4th ed.). McGraw Hill Education.
Hi Chris
In your discussion post, you made excellent points about the importance of
open communication and collaboration in a remote work environment. Your
suggestion to use platforms that enable instant communication and sharing,
like virtual meetings, effectively bridges the gap between remote workers.
Your idea of HR providing financial support for team-building activities, like
online forums, is a solid approach for fostering a sense of belonging.
Additionally, your point of view of focusing on outcomes rather than
appearances in performance reviews is crucial in this context.
While I feel that the HR department's proactive and adaptive approach is of

great importance, I would like to add to that by having regular check-in
activities and a feedback mechanism for sustaining continuous improvement
and ensuring employee engagement when working remotely or in a hybrid
model.
Hi Navdeep
In your discussion post, you made excellent points about the need for HR to
adapt to remote work. Your focus on shifting from traditional methods to
using technology, like cloud-based platforms and 360-degree feedback, is
essential. You also did a good job pointing out that frequent online meetings
and group projects can help keep everyone connected and avoid feelings of
isolation.
While I feel that your ideas about using technology and promoting flexibility
are essential, I would also add that HR should offer regular training to help
employees get used to these new tools and keep them engaged in a remote
or hybrid work environment to strengthen employment retention strategies;
as the book discusses, it is a high cost to a company when this is not
considered (HRMT 622: Talent Management, 2023).

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Peer Learning Discussion Week 9

APA writing conventions should be followed with a minimum of two

Initial post and replies to your peers must be completed in OGL

The rise of remote work is forcing HR to change and adjust its

This means that giving feedback in a virtual or hybrid work environment

It is not an easy task to encourage a culture of collaboration in the

In conclusion, working from home or in a hybrid system requires clarity

Heitmann, M. (2020). The importance of onboarding in remote work settings.

Jackson, B. (2022). Effective performance management for remote teams.

Sexty, R. W. (2017). Canadian business and society: Ethics, responsibilities, &

While I feel that the HR department's proactive and adaptive approach is of

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