hrm 500 assignment 4
priysha90
assignment2presentation.pptxNew Supervisor Training on Performance Evaluations
Priysha Kapoor
Dr. Lorna Thomas
HRM 500
August 11, 2019
Introduction
Tyson defines performance evaluation as a tool used to review employee’s job performance regularly and how it generally affect the organization (2014).
Greetings, as an information technology manager, I will be presenting information about Performance Evaluations (PE). As defined by (Tyson, 2014), PE is the ongoing process of identifying, observing, measuring, and developing human performance in organization. From this presentation one can learn what PE is used for, different types of evaluations, and how to use them. One can learn how to provide performance feedback effectively and provide improvements suggestions when needed. Lastly, one can learn what appraisal instruments to use and be provided with different types of consequences for performance results.
2
Performance Evaluations
Objectives
Methods
Process
Appraisal
Feedback
Communication and training are the basic elements of nearly all human resources activities; however, they are especially important for an appraisal program to be deemed effective. Key components of an effective performance appraisal program include setting job expectations and performance standards, training leadership and employees and developing performance-based rewards (Tyson, 2014). After working with many evaluations tools, I have deduced that an effective performance appraisal program can impact job satisfaction, productivity and employee morale. In conclusion, in order to have a business success it is important to have a program that will meet the employer and employee needs.
3
Purpose of PE
Strategic purpose
Administrative purpose
Developmental purpose
As an IT manager, performance appraisal will act as a bridge of communication to my employees. Strategically, P.E will help me as an IT manager to spot problems with employees' work, including efficiency and quality, so that you can take action to improve your organization's overall performance. P.E helps me conduct my administrative purpose for identifying strong and weak performers and thereby assist in making decisions regarding promotions, transfers, raises, bonuses and other types of employee rewards. Lastly, from a developmental standpoint, the performance appraisal process provides a mechanism for communication and feedback, assists in goal setting and evaluation and helps determine individual and organizational developmental needs.
4
Criteria for an efficient Performance Reviews
Objective setting
Performance feedback
Self-appraisal
Employee progress
Employee recognition
Performance evaluations, which provide employers with an opportunity to assess their employees’ contributions to the organization, are essential to developing a powerful work team. I will start as an IT manager to set clear expectations. Provide feedback all year(positive and negative).
Create a culture where performance discussions are a regular part of the work day. And for an employee to improve or even grow review meetings should be held in weekly or monthly basis. .
5
Types of Evaluations
REAL-TIME
FEEDBACK
QUARTERLY
EVALUATIONS
ANNUALLY
EVALUATIONS
Real-time feedback is a management practice that measures performance in real-time (Tyson, 2014). I will use these measures to adjust targets to exploit current market conditions and improve business agility. Also, I will conduct quarterly evaluations to look back on the employee feedback and conversations that took place over the previous 3 months. I will evaluate how employees performed relative to their quarterly goals, and discuss concerns for the coming quarter. lastly, I annually evaluate my employees to essentially grade them based on their performance.
6
Ratings
OBM
Feedback & Reinforcement
1-5 Scale
OBM will examine employee behavior in a work environment and determines its impact on job structure, performance, communication, motivation, leadership. Feedback involves providing employees with information about their responses whereas reinforcement affects the tendency to make a specific response again. Feedback can be positive, negative or neutral; reinforcement is either positive (increases the response) or negative (decreases the response). On the other hand, 1-5 scale will indicate an employee's level of performance or achievement. These scales will be used to provide quantitative assessments, since they are relatively easy to administer and assist in differentiating between employees.
7
Performance Dimension
communication
Teamwork
Knowledge
Problem solving
When effective communication skills are present employees seem to hold each other accountable. This way workers now what is expected from them and what is expected from their fellow co-workers. In the long run it will help improve accountability, and at the end increases the productivity (DeCenzo, Robbins & Verhulst, 2016). As a manager I Foster teamwork in creating a work culture that values collaboration. In a teamwork environment, people understand and believe that thinking, planning, decisions, and actions are better when done cooperatively. Knowledge of performance will enable me ignore results to look at the performance itself. I will use it as a learning tool for my employees and improve performance. Another performance dimension is problem solving , whereby I will actively listens when others are talking and seek clarification on issues not well understood. I will seeks to brainstorm on problems to try to find the right solutions and later evaluate all possible solutions and chooses the one that will deliver the best results.
8
Effective Performance Management
Research has shown that effective management enhances staff engagement, improves productivity, and promotes staff development (DeNisi & Pritchard, 2006). As shown in the slide, effective management is an ongoing process that requires constant and consistent effort. Performance management will help me as an IT manager to Sett up a system that is ideal and not just about figuring out how the organization is performing; it’s also about obtaining clear and actionable metrics, where those metrics can be tracked and analyzed. Examples of metrics are the one seen on the slide.
9
Performance Appraisal Instruments
Graphic rating scale
An essay performance evaluation
Checklist
I will use graphic rating scale to evaluate lists of traits required for the job and asks the source to rate the individual on each attribute. An essay performance evaluation will ask me as a manager to provide commentary on specific aspects of the employee’s job performance. And I will use a checklist that uses a yes or no rating selection, and the criteria will be focused on components of the employee’s job.
10
Conclusion
Great administration practices incorporate well-done assessments. This is to help assemble great discoveries or results.
Assessments help management realize what is working and what isn't benefiting the organization.
The data from the assessments might be utilized to either alter, change, get progressively substantial resources, to improve an effective plan set up.
References
DeNisi, A. S., & Pritchard, R. D. (2006). Performance appraisal, performance management and improving individual performance: A motivational framework. Management and organization review, 2(2), 253-277.
DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2016). Fundamentals of Human Resource Management, Binder Ready Version. John Wiley & Sons.
Tyson, S. (2014). Essentials of human resource management. Routledge.
