Description
Assignment Overview
Individual Project
Performance Management
Tue, 8/15/17
Numeric
150
2 pages and 5 PowerPoint slides
View objectives for this assignment
Assignment Objectives
Differentiate between various kinds of performance appraisal programs
Summarize the key guidelines used to evaluate the relative worth of a set of jobs
Assignment Details
Assignment Description
StopNShopToday, Inc.'s management team has implemented several of your ideas on incentive pay and is now reviewing the company's performance appraisal forms. These appraisal forms are very old: No one remembers where the forms came from or who made them. When the annual performance appraisals window comes up each store year, managers and assistant managers cringe. This reaction does not occur because the managers hate doing performance appraisals, they simply have not seen very much positive impact from the appraisal discussions, and at least one employee always reacts badly and has a downturn in performance as a result of the criticism. The managers feel that being honest with some employees is a huge risk, and they are not sure the process is worth the trouble.
The current performance form includes the following performance assessment categories:
- Procedural knowledge and skill
- Verbal communication skills
- Creativity
- Consistently good judgment
- Attendance
- Customer service skills
The performance appraisal is an 8-page form with a copy of the employee's job description attached and 6 large blocks for the manager to write down his or her comments on each of the 6 categories. Managers differentiate between poor- and well-performing employees by using words such as great, okay, always, or rarely. An employee can usually infer the manager's overall perception of his or her performance from the way the appraisal is phrased.
The performance appraisals are primarily used for manager and employee feedback. After they are completed and received at corporate headquarters, employees receive a 3% pay increase unless they are about to get fired, which they may receive a lower-pay increase percentage or no increase at all. This creates tension among the employees.
Managers are not given guidance regarding how to describe the employees' positive behaviors and areas needed for improvement. Some managers take this much more seriously than others and are better at choosing factual scenarios to explain their perceptions of the employee's work performance. Several times in the past, the company's vice president of human resources has had to chastise managers regarding the quality of comments the managers included on the form.
Prepare a presentation that you, as an HR generalist, will give to the vice president of human resources and the company's owners recommending changes to the current performance appraisal program at StopNShopToday, Inc. Include at least 5 PowerPoint slides.
Address several different types of performance appraisal systems, and make other comments or suggestions that address the applicability of the performance assessment categories that are currently used. Address each of the 6 performance assessment categories above, and make recommendations for changing any or all of them. It may be beneficial to appraise the information from the job summaries you found in earlier assignments.
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Explanation & Answer
Attached.
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Performance Appraisal
Performance appraisal addresses the manner in which firms evaluate the strengths and
weakness of its workforce to promote and enhance improvement. It offers a good chance for the
managers to set new objectives for the employees. It is significant to note that performance
appraisal is done to establish the worth of a worker in any given firm. Accordingly, it is one of
the best practices in any given organization. There are several types of performance appraisal
system that used by firms. These are discussed here in.
Behavioral checklist involves a list of criteria that any worker in a form sought to have to
fit as a diligent worker. It significant to note that behavior differs across the diverse types of jobs
being assessed (Thurston and Laurel 8). The type is best since there is no comparison done with
other workers.
360-degree appraisal involves the assessing and evaluating the worker's full profile.
Feedback is obtained from managers, supervisors, team members and any other direct report.
Additionally, there is the in-depth collection of the employee feedback. Management by
objective involves an agreement between the managers and the workers on...
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