Managing Employee Performance Outline

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Business Finance

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Senior leadership at Matrix has requested a progress update from you regarding the research that you have conducted thus far on a new performance appraisal system for the organization. It must be in an outline format but detailed enough to ensure that senior leadership is satisfied with your knowledge base thus far. Think critically about all that you have learned over the past 3 weeks, and develop what will be called the Outline of your Key Assignment first draft.

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The Appraisal Feedback Process Valerie Virgen Instructor: Julynn Washington September 5, 2018 Managing Employee Performance Unit 3 – Individual Project Introduction Every organization puts aside a lot of resources to ensure that the employees constantly improve their performance. One of the most effective ways of ensuring that the employees improve how they perform their duties is through training (Asfaw, 2015). Managing employee performance improves their output hence increasing the organizational revenues and therefore increasing their profits. Employee training is a necessity in every organization. In impacts the employees with knowledge and skills that help them develop themselves hence positively impacting their outcome in the organization. The report below explains the importance of training in performance appraisal and in managing employee performance. Why would training be a critical component to executing a new performance appraisal system? Employee training is necessary before executing a new performance appraisal system in any organization since it will directly affect the employees. In addition to providing an opportunity to expand the employees’ knowledge base and skills, training it improves employee performance. Training them on the new performance appraisal system allows them to know what the system is all about hence reducing g the chances of them rejecting it. The new system brings change to the organization which is prone to rejection (Hanaysha, 2016). Employees take change differently where some accept or reject it. Training, therefore, gives an opportunity to the employees to understand the system and how it will operate hence reducing resistance and increasing cooperation. Training them would improve the employee satisfaction and morale while increasing adherence to quality standards. It will also enhance blended learning in the organization. 2 What value would training bring to the process? Training the employees on the new performance appraisal system will be valuable to the process in some ways. To begin with, training will increase employee cooperation hence reducing resistance. Training impacts the employees with the knowledge on how the appraisal system will be implemented and the expected benefits and challenges it will bring to them and the organization. Training brings about involvement and contribution by the employees, which is important since it makes the employees part of the system. Training them increases the efficiency and effectiveness of the process (Rosen, 2017). Trained employees will be able to handle the equipment, or the software used in the process are they are required. It makes the process fast and hustles free since the employees will have the knowledge and skills to handle the system. Proper training ensures that the goals and objectives of the process are accomplished. Who should be given training within the Matrix, and why? The first group is the management since they are responsible for managing employee performance. It is necessary to train the managers because they will be in direct contact with the system as they will use it to input data and derive the feedback. They will also need the system while making the critical decision on the employees and also the company. The second group is the employees of the human resource department. Performance appraisal is the role of the human resource department in the organization. The system will, therefore, be installed and ran by the employees in the human resource department. It is therefore important to impart them with the necessary skills and knowledge to run the system. The third group is the employees of the organization since the system will be used to manage their performance. What type of training programs would be required? 3 The employees can be trained through lectures, where they will have a professional train them on how to handle the system and run it. Through the training, the employees will gain the knowledge on the system and skills to operate it (Weber,2015). The training program will be a skills training program which will aim at teaching the employees on the system, where the professionals answer the questions asked and ensure that the employees are satisfied. Who would provide the training at Matrix? The best people to train the employees according to the matrix is an outsourced company. The organization has to vet a reputable company that will be mandated to train the employees in how to install and run the system in the organization. outsourcing is cost effective, it reduces overheads, it enhances flexible staffing and increases efficiency. Are there any types of rater bias that can be eliminated or decreased through effective training? Some biases can be decreased through effective training. Rater bias is common, and it refers to the inaccurate distortion of measurement especially when appraising others. This kind of bias either inflate of deflating the ratings that employees get (Weber,2015). Effectively training the employees on this employee appraisal system will help eliminate the halo effect bias, the horns effect, and the contrast effect bias. 4 References Asfaw, A. M., Argaw, M. D., & Bayissa, L. (2015). The impact of training and development on employee performance and effectiveness: A case study of District Five Administration Office, Bole Sub-City, Addis Ababa, Ethiopia. Journal of Human Resource and Sustainability Studies, 3(04), 188. Hanaysha, J. (2016). Examining the effects of employee empowerment, teamwork, and employee training on organizational commitment. Procedia-Social and Behavioral Sciences, 229, 298-306. Rosen, C. C., Kacmar, K. M., Harris, K. J., Gavin, M. B., & Hochwarter, W. A. (2017). Workplace politics and performance appraisal: A two-study, multilevel field investigation. Journal of Leadership & Organizational Studies, 24(1), 20-38. Weber, J. (2015). Investigating and assessing the quality of employee ethics training programs among US-based global organizations. Journal of Business Ethics, 129(1), 27-42. 5
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