Our papers are 100% unique and written following academic standards and provided requirements. Get perfect grades by consistently using our writing services. Place your order and get a quality paper today. Rely on us and be on schedule! With our help, you'll never have to worry about deadlines again. Take advantage of our current 20% discount by using the coupon code GET20
Order a Similar Paper Order a Different Paper
Please update Optimizing Employee Performance based off the second document titled performance appraisal and the law
Performance Appraisals and the Law 1,300 – 1,500 words with a minimum of 8 scholarly references The senior leaders at Matrix have asked your supervisor, Annalise, Director of Human Resources, to ensure that a formal document regarding your project of developing a new performance appraisal plan is ready in 1 week. What they want to see is all of the research that you have conducted regarding this process. They want to be fully informed and have again spoken about the trust that they have placed in you. This is quite a complement coming from this group. Annalise speaks to you about this and praises you for following her 3 key guidance points that she provided to you last week. You developed a detailed Key Assignment first draft. You are very motivated by her comments and those of the senior leaders and are ready to complete this project. Annalise notifies you that what you will now be preparing is your Key Assignment final draft. She states that you need to add some additional researched information to this document as requested by the senior leaders. This additional information must be detailed. This will be added to your previous document and would make your Key Assignment final draft, titled Comprehensive Performance Management Document. You definitely realize the significance of this assignment. You also acknowledge the fact that the Key Assignment final draft must flow in a logical and coherent structure with a strong introduction and conclusion. You initiate research on the additional requested information that must include the following: Ethical and legal dilemmas associated with “potential bias” within performance appraisal systems Court case studies (e.g., Albemarle Paper Co. v. Moody) Absence of adverse impact Why formal evaluation criteria will ensure a reduction in rater bias and increase legal compliance Submission of the Comprehensive Performance Management Document: Review the entire document for any changes and improvements you would like to make. Ensure this final version of the document is sufficiently detailed to fully meet the assignment requirements for each part of the course.
Running Head: PERFORMANCE APPRAISAL SYSTEMS 0 Optimizing Employee Performance Renita Wickes CTU Introduction of performance appraisal system for the organization Alqahtani (2010) stated that performance appraisal is the process of evaluating a single employee’s job productivity and performance about already set organizational criteria and objective. A certain set of performance level is created by the organization and is used to establish whether employees can perform to the set standards. An appraisal process also includes the evaluation of a worker’s accomplishment, behavior, weaknesses, and strengths. Performance appraisal serves seven purposes. The results are used to determine the compensation of employees. It identifies areas where employees are weak or strong. It provides employees with feedback about their level of performance. According to DelPo (2005), performance appraisal serves to influence the working habits of employees for it establishes that are desirable and prohibits that are undesirable. The results of performance appraisal are used to establish the training needs based on the deficiencies established during the analysis. Analyses and Description of Performance Establishing the performance level is critical to the success of a firm. When the performance level of employees is known it is easy for the organization to establish whether they employees are working optimally (Alqahtani, 2010). Optimal operations will ensure that the right number of staff are known and employed. Employees have their performance rated against a pay structure it is easy for the organization to create a progressive pay structure. A fair means of pay structure is developed as well as creating a means to establish deserved promotions. The performance establishes things that affect the performance of employees. The things that negatively affect the performance are eliminated and replaced with things that encourage performance. DelPo (2005) stated that employees can get the right training depending on the fact that their skills and knowledge deficiency has been established. Performance Appraisal Systems: Advantages and Disadvantages According to Alqahtani (2010), the advantage of performance appraisal system is that it emphasizes on the right action and acceptable results for employees. The results of the evaluation are used for continuous improvement in the organization by recommending training on areas of employees weakness. The analysis promotes a fair way to compensate for employees are paid according to the level of their performance. However, performance appraisal system has some disadvantages. The analysis is a lengthy process for it is it takes a lot of time to do an evaluation across the different departments in the organization. The analysis is discriminative for employees who lack independence on their jobs for their performance is restricted. Supervisors are unable to conduct performance appraisal given that they have been giving directives to the employees (DelPo, 2005). The analysis lacks specificity on goals for it focuses on employees performance but not organizational performance. Performance Appraisal System- Formal and Informal Alqahtani (2010) noted that informal performance appraisal is an analysis that can be done anytime a supervisor feels like. Formal performance appraisal is an evaluation that is planned to be done at a particular set time. The difference is that the informal performance appraisal is impromptu without the knowledge of the employees while formal performance appraisal is planned for employees have knowledge when it will be done. The informal and formal performance analysis is complementary to ensure that employees are kept on toes for their performance. The informal performance analysis but bridges in the evaluating of performance before the planned time for worker’s evaluation. Evaluating employees performance on a regular basis according to DelPo (2005), using informal performance analysis ensure the employees are able to meet the set targets that will be evaluated at the end of the term using the formal performance analysis. Types of Performance Appraisal System 360 Degree Feedback is a performance appraisal that is done by any of the stakeholders of a firm (Alqahtani, 2010). The stakeholders include fellow employees, through direct reports or the managers or supervisors. The employees or other stakeholders evaluate the performance level of an employee. Bars method is an evaluation where an employees performance is measured against levels that have been established. The levels have ratings that range between one to five or nine. The employee’s performance or behavior is rated on the given scale. DelPo (2005) stated that management by Objective is where evaluation of employees performance is pegged on the organizational goals. The performance moves from evaluating the achievement of an organization on a goal to goal account. The employee’s performance should be in line with the organizational goals that have been used to set performance appraisal thresholds. Types of Performance Appraisal System Feedback According to Alqahtani (2010), a performance appraisal system offers two types of feedback that are positive and negative feedbacks. Positive feedback to the employee is the where employees are commended for their performance. The positive feedback can be through an increase in salary or promotion. Negative feedback to the employee is where poor performance of a worker is highlighted. Feedback can be a verbal or written message by the authority that has conducted the employee evaluation survey. Negative feedback can be through denial of bonuses and be taken back for training. Motivation is the process of encouraging employees to performance. Despite the feedback to the employees they need to be motivated. Employees who got positive feedback need to be motivated to be able to keep the high performance (DelPo, 2005). Workers who got negative feedbacks need to be being motivated to ensure they can improve the performance of employees. Performance appraisal system with training Supervisors can be trained on how to conduct a performance appraisal system. Alqahtani (2010) stated that the types of training supervisors that are workshops, distance learning, and seminars. Workshops and seminars are short training sessions running for days or weeks. Distance learning is long training sessions that run for months. Supervisors need to be trained on the performance appraisal system to ensure they are objective on their employee’s performance. According to DelPo (2005), supervisors need to be taught on the need to give employees time to perform before they can be evaluated. The supervisors learn on how to reward employees who perform to the expectations and how to motivate employees who underperform. Employees performance analysis helps a firm establish the effectiveness and efficiency when it comes to delivery of services or offer of goods. Performance Appraisal Systems Bias Sometimes the performance appraisal is unethical because of business. At times the supervisor may be biased when evaluating employees. The supervisors may use personal grudges or dislikes to employees to give a poor performance to employees (Alqahtani, 2010). The unethical dilemma is when employees fall victims to being unfairly evaluated by supervisors when their performance is above the threshold. DelPo (2005) noted that another unethical dilemma is where an employee who has less performance is promoted to lead persons to higher performance. Such affected employees get demoralized, and in the coming period, they produce a lesser performance. Higher turnover is likely to increase given that some employees who believe in their skills, knowledge, and performance they seek employment outside the firm. Conclusion No firm can exist without having performance appraisal. Employees need to have their performance evaluated. The employees need to know their weaknesses and strengths. Acording to Alqahtani (2010), where employees know their weakness, it can be improved by training them. The performance appraisal ensures that employees can be compensated and promoted against their performance. Supervisors need to be persons beyond reproach by being ethical. The superscripts can only be achieved the ethical threshold by being trained in workshops and through distance learning (DelPo, 2005). A firm should strive to ensure it conducts impromptu appraisal before the planned appraisal is done as a way of ensuring that the performance of employees is kept track off. References Alqahtani, F. A. (2010). Evaluating the performance appraisal system in public universities in Saudi Arabia and its impact on human resource decisions. Durham. DelPo, A. (2005). The performance appraisal handbook: Legal & practical rules for managers. Berkeley, CA: NOLO.
We offer the best essay writing services to students who value great quality at a fair price. Let us exceed your expectations if you need help with this or a different assignment. Get your paper completed by a writing expert today. Nice to meet you! Want 15% OFF your first order? Use Promo Code: FIRST15. Place your order in a few easy steps. It will take you less than 5 minutes. Click one of the buttons below.
Order a Similar Paper Order a Different Paper