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Module 4: Discussion Forum
No unread replies.7171 replies.
As background, read the assigned chapter(s) and watch the following video:
The Performance Review Process (Links to an external site.) (3 mins. 57 secs.) video
segment from Human Resources: Compensation and Benefits with Wayne Cascio at
Lynda.com
Your response must have a word count of at least 300 words, and address the
following:
1. What are the important interpersonal and HR-related business considerations when
conducting a performance appraisal with a top performer?
2. How would you conduct a performance appraisal with a highly emotional employee
whose performance has been declining? Why?
3. Why is performance management an important aspect of competitive organizations?
Within your post, support your responses with information from at least one peer-
reviewed/scholarly source (not older than 3-5 years) from CSU-Global online library or
the Internet, and provide the full citation at the end. Use APA guidelines to format your
references.
Your initial posting is due by 11:59 p.m. Mountain Time (MT) on Thursday, and two peer
responses to your classmates are required by 11:59 p.m. on Sunday. Late discussion
responses will not receive credit.
The two reply posts to your fellow students must be similarly substantive in a manner
and address two of the following bullets:
Answer a question (in detail) posted by another student or the instructor.
Provide extensive additional information on the topic.
Explain, define, or analyze the topic in detail.
Share an applicable personal experience.
Provide an outside source (for example, a website) that applies to the topic, along
with additional information about the topic or the source (please cite properly in APA
format).
Make an argument concerning the topic.
This topic is closed for comments.
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Collapse SubdiscussionJessica Walberg
Jessica Walberg
Sep 3, 2019Sep 3 at 9:21pm
Manage Discussion Entry
Hello class,
1. What are the important interpersonal and HR-related business considerations
when conducting a performance appraisal with a top performer?
Creating an atmosphere where management and their employees can perform work
to the best of their abilities is no easy task. Effective performance management is
more than creating the right atmosphere; it also has to do with leadership,
interpersonal relationships, feedback, and teamwork. Verhulst and DeCenzo (2019),
describe the performance appraisal process to concentrate communication on how
successfully an employee’s effort helps to achieve organizational objectives (p.
249). The process starts with establishing clearly defined performance standards
with the employee which are driven by the company’s strategic direction, the job
analysis, and the job description (Verhulst & DeCenzo, 2019, p. 249). High
performers like an effective performance appraisal process. Sometimes managers
do not think those top performers need feedback during a performance appraisal,
but it is quite the opposite. Managers should still provide top performers with
strengths and development needs during the feedback session. Top performers
seek out this type of feedback so they can enhance their performance and skills,
stay motivated, and stay focused. Many managers already assume their top
performers know they are doing well, but a manager should always express
gratitude for their current performance (Gallo, 2015, para. 7). Managers should also
use behavior-based measures as these are a more effective evaluation tool then
using traits. Trait-based evaluations can be subjective and may differ between
raters (Verhulst & DeCenzo, 2019, p. 246). Lastly, a trained rater is a more precise
rater. Biases and errors can be minimized or eliminated during the appraisal
process if managers have been trained appropriately (Verhulst & DeCenzo, 2019, p.
269).
2. How would you conduct a performance appraisal with a highly emotional
employee whose performance has been declining? Why?
For someone emotional, and their work is on the decline, I would perform a
Behaviorally Anchored Rating Scale (BARS) appraisal. Other types of appraisals
would work (360 feedback or MBO), but I focused on this one since this type of
appraisal technique the evaluator appraises behaviors rather than traits (Verhulst &
DeCenzo, 2019, p. 255). Although this kind of appraisal can be time-consuming,
this type of feedback reduces subjectivity and generates more accurate feedback
since it is focused on the employee’s performance. Since this individual’s work is

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Module 4: Discussion Forum No unread replies.7171 replies. As background, read the assigned chapter(s) and watch the following video: The Performance Review Process (Links to an external site.) (3 mins. 57 secs.) video segment from Human Resources: Compensation and Benefits with Wayne Cascio at Lynda.com Your response must have a word count of at least 300 words, and address the following: 1. What are the important interpersonal and HR-related business considerations when conducting a performance appraisal with a top performer? 2. How would you conduct a performance appraisal with a highly emotional employee whose performance has been declining? Why? 3. Why is performance management an important aspect of competitive organizations? Within your post, support your responses