Business Finance
MGT 520 Saudi Electronic University Performance Appraisal Errors Essay

MGT 520

Saudi electronic university

MGT

Question Description

I’m trying to study for my Management course and I need some help to understand this question.

As a senior HR manager of a large Saudi Arabian company, you have been assigned the task of monitoring and evaluating the organization’s current performance management system. You have also been receiving complaints from the customer service employees that their ratings seem inaccurate and inconsistent. These employees feel the criteria of assessing the performance are not fully aligned to their goals. You are worried that this may lead to the issue of higher turnover of the customer service employees and the organization may lose quality employees if these issues are not addressed. Therefore, you have been assigned with the task of designing and implementing a new rater training program for your supervisors in order to rectify these issues.

Using the previous scenario, provide a critical discussion for the reasons why rater errors may be occurring while evaluating customer service employees. Critically analyze the need for the alignment of organizational goals with employee goals and the performance management system. Recommend a suitable rater training program for your supervisors. Include the benefits of the recommended method in order to justify this choice and to highlight the importance of aligning organizational goals with an appropriate strategic measurement method.

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Final Answer

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Outline

Topic: Performance Appraisal Errors Outline
Thesis statement: Organizational performance reflects the success of the productivity of the
employees. However, performance appraisal strategies can attract errors that inhibit the aspects
of attaining organizational goals.
➢ Reasons for the failure of the performance appraisal strategies
➢ Alignment of organizational and employee goals with performance management systems
➢ Rating training programs and its benefits
➢ Conclusion
➢ References


Running head: PERFORMANCE APPRAISAL ERRORS

Performance Appraisal Errors

Name

Institution

1

PERFORMANCE APPRAISAL ERRORS
Performance Appraisal Errors
Introduction
Organizational performance reflects the success of the productivity of the employees.
Employees are evaluated based on their efforts in helping an organization in attaining its goals
and objectives. The evaluation strategies can include the approaches of performance appraisal
and the alignment of the assessment programs with the company’s objectives. However,
performance appraisal strategies can attract errors that inhibit the aspects of attaining
organizational goals. Some of the errors can be caused by the halo effects, central tendency,
favoritism, bias, recency, lack of recognition, annual performance assessment, overdependence
on recent performances, lack of effective communication, and lack of aligning goals with the
employees’ performance. Also, the approach of achieving effective performance appraisal
practices can depend on the implementation of efficient management of employees and the
assessment of the organizational objectives. Therefore, the evaluation of the effectiveness of the
performance appraisal programs will depend on the strategies of managing employees and the
enhancement of motivation towards the attainment of organizational objectives.
Reasons for the Failure of Performance Appraisal Strategies
Companies fail because of the failures of employee management strategies. Performance
appraisal procedures can ...

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Duke University

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