I’m trying to study for my Business course and I need some help to understand this question.
You are the vice president of a human resources department and Susan
has been your executive assistant for one (1) year. She effectively
completes her given assignments, sometimes ahead of schedule. Susan
has a welcoming personality and is commended on her willingness to help
when asked. As a result of her efficiency, Susan often has spare time
on her hands.
In several conversations, you have spoken with Susan
about taking a proactive stance and involving herself in the business
to increase her knowledge base. You have suggested she attend strategic
planning meetings, shadow other Business Partners, and take
professional development courses geared towards human resources.
Susan has not incorporated any of these suggestions.
The organization promotes and encourages employee
development and has a requirement of 24 professional development (PD)
hours for each employee per annual review cycle. As VP of the
department, you have offered to mentor Susan; yet she has not taken
advantage of the offer. Given Susan’s capabilities and potential, you
want to mutually establish future performance goals and developmental
opportunities to enhance her effectiveness and maximize her
Susan’s professional appearance and interaction with
co-workers is superb. When asked to complete a task, she fulfills the
assignment willingly and with very few errors. She is well liked and
respected by her peers. She has impeccable oral and written
communication skills. Overall, you are pleased with her performance but
want to see Susan take initiative to seek out tasks to complete rather
than waiting to be told what to do.
As the VP of HR, you have been tasked with a two part
assignment. In part one of this assignment you will explain the
importance of performance appraisals, analyze the essential elements
which should be included and describe how performance appraisals can be
used to promote employee growth. In part two of this assignment you
will create a performance appraisal for Susan.
Your paper should be 8-10 pages in length incorporating
both parts I and II. You can either design a performance appraisal
document or use an existing template. The performance appraisal should
be no more than 3 pages of the total page count for the assignment. Be
sure your paper addresses all of the following components:
Part I: Importance of Performance Appraisals:
- Explain how performance appraisals can be used as part of employee development.
- Explain why rankings are given to employees and the advantages and disadvantages of including rankings.
- Address why organizations should deliver appraisals in a timely manner to employees.
- Discuss the advantages and disadvantages of three
different types of performance appraisals. Make a recommendation of
which type of performance appraisal is most appropriate for Susan.
- Provide suggestions on how the manager can give
feedback on a continual basis to the employee to encourage continual
Part II: Susan’s Performance Evaluation
As the VP of HR, you are providing Susan with feedback
on these areas and suggesting ways to develop in the areas where she is
not meeting expectations as outlined in the scenario. The performance
appraisal directly ties to compensation increases. The appraisal should
highlight achievements over the past year; while addressing
expectations and setting goals moving forward.
The performance evaluation should address the following areas:
Communication – internal and external