Conference Interactive Digital Storytelling -Myassignmenthelp.Com

Question: Discuss About The Conference Interactive Digital Storytelling? Answer: Introduction A performance management system (PMS) is a system that is used for measuring the performance of employees, individuals, and groups for improving the organizational effectiveness for achieving organizational goals (Becker, Huselid Ulrich, 2001). Organizations usually use either relevant or convenient data for deciding the PMS. But, it is to note that for the purpose of deciding PMS, it is important to take into accounting the relevant data instead of convenient data (Arasu, 2016). Convenient data means the data that is collected from the population members, who are available conveniently for participating in the study. On the other hand, relevant data is data, which is related to a particular situation in an organization, for which such data is required. Convenient data is the data that is generally available and does not provide with specific and appropriate information. It is not related to a particular situation or condition in an organization, which is required for making better decisions and measuring performance. Whereas, relevant data gives specific and appropriate information regarding various matters in an organization, which allows in making appropriate decisions and taking up the appropriate measures for measuring performance of employees, individuals and others (Ones, Viswesvaran Schmidt, 2017). Thus, relevant data is necessary and important for every organization and HR professionals must focus on collecting relevant data for choosing a Performance Management System as it will provide them with the appropriate data for measuring performance and for taking the appropriate decisions for the organization. In case, wrong data or inappropriate data is used by HR professionals, it can impact an organization in a negative way (Bryson, 2018). In such cases, the organizations can face the following challenges: Ineffective recruitment- HR professionals are given the responsibility of handling the hiring practices in an organization. Employees in an organization are usually hired, based on the needs and present requirements of the organization. The use of wrong data by the HRs will lead to the hiring of inappropriate and unqualified workers, which will have a negative impact on the organizations workforce. Reduced productivity- The use of wrong data by the HR professionals will make them unable to make decisions regarding the needs of the organization for employee motivation. Therefore, it will lead to lack of motivation among the employees, making unproductive, which will result in decreased production of the organization. Non-compliance- The HR department in an organization is responsible for the companys compliance with various employment and labor legislations. Use of inappropriate and wrong date will make the HR department unable to understand whether such regulations are properly employed and to take necessary decisions of implementing them, which will create a negative impact on the organization, leading to devastating consequences. Employee turnover- Use of wrong information will make the HR department unable to get information on employee morale, workplace attitudes and other data for retaining employees and to take necessary decisions for the same. This leads to employee turnover and affects a company negatively. For example, in ABC Company the HR department failed to gather correct data on the requirement of a well-defined anti-harassment policy. One of the employees was being harassed over a certain period of time by another senior employee. The Company failed, due to wrong data, failed to use an anti-harassment policy, which led the employee to file a lawsuit against the company, which resulted in affecting the company negatively. Stories have the power to create emotive responses in humans. They help in communicating and in bringing a situation to life. For HR professionals, storytelling with the use of data is an important way to motivate and influence the employees effectively. Human resources deal with human relationships in workplaces, which very complex and it is very difficult to bring down to black and white bullet points. Thus, storytelling helps to explain complicated issues to the people in an effective way as people can relate to them (Welbourne, 2015). For the purpose of storytelling, firstly, the HR collects as much data as possible about the chosen topic and then such data is cut down to numbers, which provides a clear angle to the story to be narrated. Secondly, after cutting down the data into numbers, the HR crafts such data into a story. Thirdly, after forming a story with the use of data, the HR brings the story to life by various methods which include use of multimedia like relating it to a video, an arresting images or recent newspaper headlines, or by applying collaborative analytics, which involves participation of people by adding their stories with the collective one. Fourthly, in the storytelling process the people are not told about what marketing should do, but the facts presented, empowers the people to make decisions themselves. Data is collected in large amounts and the HR cuts them down and uses simple language to narrate such data in the form of a story so that everyone can understand. Next, the HR relates the analytical story with real life human characters by making the audience imagine individual employees and by using real quotes, gathered from research (Arndt, Ervik Perkis, 2017). Lastly, the HR uses different data (even around the same topic) and varies the content, as different audiences are interested with different data, and provides real life examples, which hit the employees right between their eyes and compels them to take action. As stated earlier, relevant data is data, which provides the appropriate or specific information related to a study or research topic and helps the HR professionals in making confident and comfortable decisions. Relevant data helps in doing so as it provides with the accurate information related to the needs and requirements of an organization, based on which the HR professionals can find out the issues or the problems that the organization, employees and staff are facing and can make appropriate decisions and take up appropriate measures, by creating suitable HR initiatives, in order to remove such issues, so that the company can function in a better way and run successfully (Sekaran Bougie, 2016). Thus, it can be said that as relevant data helps in finding the exact issues in a workplace, use of the most relevant data helps the HR professionals in making decisions confidently and comfortably. For example, in a recent Harvard business study review, it was found that companies rely on relevant data usually expect better financial performance of the company. 646 executives, professionals and managers were surveyed all across the globe, which resulted in the findings that a huge number of companies have using relevant data capture and analysis into their decision making processes. References: Arasu, A., Babcock, B., Babu, S., Cieslewicz, J., Datar, M., Ito, K., ... Widom, J. (2016). Stream: The stanford data stream management system. InData Stream Management(pp. 317-336). Springer, Berlin, Heidelberg. Arndt, S., Ervik, M., Perkis, A. (2017, November). Factors of Immersion in Interactive Digital Storytelling. InInternational Conference on Interactive Digital Storytelling(pp. 265-269). Springer, Cham. Becker, B. E., Huselid, M. A., Ulrich, D. (2001).The HR scorecard: Linking people, strategy, and performance. Harvard Business Press. Bryson, J. M. (2018).Strategic planning for public and nonprofit organizations: A guide to strengthening and sustaining organizational achievement. John Wiley Sons. Ones, D. S., Viswesvaran, C., Schmidt, F. L. (2017). Realizing the full potential of psychometric meta-analysis for a cumulative science and practice of human resource management. Human Resource Management Review,27(1), 201-215. Sekaran, U., Bougie, R. (2016).Research methods for business: A skill building approach. John Wiley Sons. Welbourne, T. M. (2015). Data?Driven Storytelling: The Missing Link in HR Data Analytics.Employment Relations Today,41(4), 27-33.