The human resources department of Matrix International Corporation (MIC) has recently hired you to revamp

timer Asked: Nov 16th, 2018
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Question Description

APA Format

Part 1

400-600 words minimum of 2 scholarly references

Primary Task Response: Within the Discussion Board area, write 400-600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions with your classmates. Be substantive and clear, and use examples to reinforce your ideas.

Library Assignment

The human resources department of Matrix International Corporation (MIC) has recently hired you to revamp its performance appraisal system. The present performance appraisal system has not been reviewed for over 7 years. Even senior leadership at Matrix is concerned with the problems and potential inequities of this system. In fact, they have heard so many complaints about the performance appraisals from employees that they wonder if there is any value in conducting them at all. Complete the following:

  • Discuss how focusing on the importance and value of performance appraisals can initiate a change at Matrix that will lead to organizational improvements.
  • Address the meaning of performance appraisals and why job analyses and accurate job descriptions are critical to a performance appraisal process.

Part 2

700-900 words with a minimum of 4 scholarly references

Senior leadership at Matrix are requesting an executive summary from human resources that will help them understand the need for a new performance appraisal system and the details associated with developing this process. This must be written in a manner that does not initially overwhelm the senior leaders at Matrix. You must gain their “buy in” to the need for developing a new performance appraisal system and demonstrate the value that will be gained for the organization.

As the leader of this project for human resources, you will be required to prepare the executive summary that will include the following information:

  • The purpose and value of a performance appraisal system
  • The components associated with the development of this system as well the criticality of job analyses and accurate job descriptions.
  • The accountabilities associated with a performance appraisal system
  • The advantages and disadvantages of performance appraisal systems
  • The primary advantages of a new performance appraisal system to Matrix

Tutor Answer

School: Carnegie Mellon University

Hi! It was pleasure working with you. Please check the above attached and let me know if this is satisfactory. Thanks & Bye for now!


Performance Appraisal Systems
Institutional Affiliation




Performance Appraisal Systems
Performance appraisal contributes an essential part to an organization. Performance
appraisal will encourage an employee to participate more and also eliminate poor quality work in
the organization. If Matrix International Corporation (MIC) focuses more on the importance and
value of performance appraisal, there will be a significant change in the organization. A valid
performance appraisal will have a positive impact on the organizational culture, employee
involvement and staff morale.
Performance appraisal will motivate employees- if Matrix, uses the evaluation, they will
focus on the employees and get to know how an employee is performing and if they are up for a
more significant challenge. If an employee receives, feedback on how he is performing a room
for improvement and motivation is created. Matrix will benefit if the employees deliver quality
work (Tziner & Rabenu 2018). In an example, if MIC has an open opportunity up for grabs, the
consideration will be based on the performance of the employees. This will happen if only they
are using the appraisal system.
Through appraisal, Matrix organization will be able to identify the relevant needs and
offer the necessary training to its employees. Good communication between the supervisors and
the employees will help them get into open discussions that will bring fort the missing b...

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