Performance Appraisal Report
Essential Components of Performance Appraisal
Accuracy and Fairness
One of the core elements of performance appraisal is fairness and accuracy. A manager does not always need to have a comprehensive and accurate view of an employee. Accordingly, there is a need to engage multiple perspectives to achieve fairness (Zenger, 2017). Essentially, this could involve getting opinions from their colleagues and customers.
Performance appraisal systems should also be clear from the outset. Employers should ensure that employees are familiar with the content of appraisal forms, including the questions and other key pointers. If an appraisal process is engulfed in ambiguity and secrecy, employees will be anxious whenever the process is ongoing. Some may feel that managers are on a fishing expedition and will punish them whenever they identify a slight mistake. Therefore, the inclusion of employees in designing the structure of an appraisal process will encourage willing participation.
Objectivity and Equality
Employee appraisal standards should be applied throughout the organization. That means top-level managers should be subjected to similar measures to low-level employees (Zenger, 2017). Setting objectives prevents managers from making the exercise a matter of expressing personal opinions. In addition, objectivity also implies drawing from employees’ past performances to guide performance in the present. Setting objectives in advance allows appraisers to train and prepare for the exercise.
Appraisals Should be a Tool to Elevate Performance
The appraisal system should be used as a tool for employee development. The process should not be viewed as a day of reckoning and criticism by employees but rather as a chance to bolster performance (Zenger, 2017). The appraiser should ask an employee how they feel about their current performance and the opportunities for advancement and training they may wish to pursue. Essentially, an appraisal system should be developmentally oriented rather than evaluative.
The appraisal process should also permit employee feedback. Since employees do not operate in a vacuum, it is appropriate to ask them how the environment impacts their performance. Employee appraisal should also be used to collect employee feedback for the organization to conduct self-appraisal. Ultimately, the organization will benefit immensely from self-appraisal as it will help them come up with ways to bolster performance.
Summary of the Suggested Needs Analysis Process
Being a logical problem solver is one of the critical requirements for serving in an IT role. Those who work in IT departments are often faced with complex problems, but it is incumbent upon the manager to solve them satisfactorily. Apart from IT knowledge, an IT manager should be logical, attentive to detail, and think critically. Another need for new skills arises from poor performance tendencies at the company. The poor performance of the purchasing department is a result of poor employee skills. If the trend continues, the firm will likely make huge losses. As a result, a new IT system designed to make corrective measures will come in handy, but it requires new skills.
Addressing Organizational Constraints Related to Time and Performance
Organizational constraints primarily affect how employees do their work. There is a direct link between organizational constraints and work behavior, attitudes, and work-related stressors. Specifically, organizational constraints lead to a high attrition rate, work stress, and emotional exhaustion. There is a need to make process improvements at the operations level to solve most organizational problems related to time and performance. However, without a prior principles framework to guide the process, it may not be possible to solve performance issues (Gebczynska, 2016). The best way to solve these performance issues is by decomposing organizational strategic goals at the operational level. Henceforth, the individual employees’ day-to-day efforts should reflect the overall organizational goals.
Identifying all organizational processes is another effort to solve organizational constraints related to time and performance. Such classification is beneficial since it makes it possible to group and seek performance (Gebczynska, 2016). Operations can be classified into primary, auxiliary, and managerial. Primary roles imply the efforts to deliver a product to the consumer. On the other hand, auxiliary roles support primary operations. Managerial roles refer to the functions performed by managers. The problem is that most organizations tend to focus on primary roles, thus ignoring essential managerial and auxiliary operations that can bolster performance (Gebczynska, 2016). Classifying roles will enable the company to put more energy into the specific tasks that will allow them to achieve organizational goals.
Linkages between Performance, Training, Recruitment, and Needs Assessment
Companies train their employees while expecting returns on investment (ROI). The return on investment is not monetary returns but better job performance among employees (Mayhew, 2020). Employers expect ROI after a training process since they understand the relationship between employee training and performance.
Moreover, some of the methods used to determine the effectiveness of a training exercise in delivering performance include pre- and post-training assessments and data mining. Post-training assessment includes asking employees how valuable they think the training exercise was and how it may impact their performance (Mayhew, 2020). Also, evaluating the level of engagement in a training exercise is crucial in determining its success. If employees were fully engaged, that is a point that the activity was successful, leading to better performance.
Options for Need Analysis
A needs assessment is also vital before undertaking training. Save for a new hire, a needs assessment will help an organization determine training needs to improve performance (Mayhew, 2020). Notably, this can be evaluating an employee’s current skills or comparing their skills with what they need for a new position. Another aspect that calls for a needs analysis is the employee transition, especially when an employee moves from a different organization.
Recommendations for Need Analysis
The best option for conducting a needs assessment is to allow employees to start working under supervision. Managers can then identify employees’ weak points. Subsequently, such an approach will ensure employees have hands-on experience.
Recommendation for Training and Recruitment
After identifying the skills needed for a job, the next step should be to update the job description and the performance appraisal protocols required for a specific function. Such descriptions should be clear so that the hired employees will not be confused about their roles. Also, the description should be clear enough such that recruiters will have sufficient information to determine the appropriateness of hiring specific employees. Once employees start working, a performance appraisal will be conducted to assess training needs.
Gebczynska, A. (2016). Problems and Constraints in the Process Approach Implementation in Organisations. Business Challenges in the Changing Economic Landscape – Vol. 2, 121–132. https://doi.org/10.1007/978-3-319-22593-7_9
Mayhew, R. (2020). Relationship between Training and Employee Performance. Work – Chron.com. https://work.chron.com/relationship-between-training-employee-performance-4257.html
Zenger, J. (2017). The 6 Vital Elements of Effective Performance Management Systems. Forbes. https://www.forbes.com/sites/jackzenger/2017/02/16/the-6-vital-elements-of-effective-performance-management-systems/?sh=2e7483f2618e
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Imagine you are the HR manager of a healthcare organization with 250 employees. You have been asked, as the HR manager, to determine the skills required for the new IT system that will be implemented in the purchasing department. The new system will impact all nonsupervisory employees. Implementation of the new system has an aggressive timeline, and the needs analysis will require effective techniques to uncover skill gaps and provide training as needed.
In addition to the time constraint, there have also been performance issues in the purchasing department related to relationships with pharmaceutical organizations. So organizational leadership would like you to assess whether current employees can be trained to effectively utilize the new IT system and improve external relationships and whether or not new positions need to be added to support the IT system implementation.
Create a report that details training and recruitment processes at the organization.
Write a 700- to 1,050-word report that includes the following components:
Discussion of 5 essential components of a performance appraisal and how these can help reduce performance issues
Summary of your suggested needs analysis process
Recommendations for how to address organizational constraints related to time and performance
Linkages between performance, training, recruitment, and needs assessment
Options for the needs analysis
Recommendations of the best option for the needs analysis, including your rationale for selecting this option
Your recommendations for training and recruitment
Cite any outside sources according to APA formatting guidelines.
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