DQ 6-2
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DQ6-2R.docxDQ 6-2 responses
1.
When performance management systems are used effectively they help in decision making processes associated with promotions, discipline and salary advancements. Designing a custom performance management system and training staff on how to use the system effectively will ensure the results the company is looking for. When companies have improved employee performance it increases productivity, reduces mistakes and motivates staff. Training and development is needed to help ensure staff are trained in the performance management system so it works correctly. Training and development can also be used to determine if employees are performing at the correct standards or if additional training is needed. This can help with areas the company may need to get stronger and their employees may need additional training (Dugan, 2018).
Some performance evaluations are completed with an increase in pay due to employee performance. Based on the company structure employee may receive a percentage increase every year based off what they scored on their performance evaluation. This used to motivate workers in the past but to continue to attract and retain the best employees companies are working at changing this. Some employers are trying to get away from this and make the performance evaluation based on professional development and personal growth rather than rewards. When feedback is linked to pay it can be hard for employees to take constructive feedback. One in five employers say that their existing merit pay approach is driving performance (Caprino, 2016).
My company’s performance management system is completed all online by the employee and the manager on a yearly basis. First the employee completes their own self-evaluation and then the manager completes their section about the employee. The performance evaluation has about 6 questions that employees need to write paragraphs about their accomplishments etc. Some improvements would be to track out progress through the year a little more. It is a lot to sit down and write your entire revie2.
w for the year. It would be nice if the system had a feature that we could add accomplishments throughout the year instead of once a year. My company doesn’t follow up throughout the year on key points within the evaluation either. Goals are set but it’s up to the employee to do them, it would be nice to have some follow up with management throughout the year. Our reviews are not based on pay so some additional focus on personal development would be great.
Caprino, K. (2016, December 13). Separating Performance Management from Compensation: New Trent for Thriving Organizations. Forbes. Retrieved from: https://www.forbes.com/sites/kathycaprino/2016/12/13/separating-performance-management-from-compensation-new-trend-for-thriving-organizations/#6689fe8877d4
Dugan, T. (2018). Performance Appraisal Training and Development. Chron. Retrieved from: https://smallbusiness.chron.com/performance-appraisal-training-development-1909.html
2.
Performance management systems can be used to select, appraise and train employees. More frequent performance appraisal allows managers and subordinates to track learning, change behavior and assess development (Margolis, 2018). Small “wins” can be recognized through performance management tracking to help sustain behavior change. Also, when an appraisal identifies competencies that an employee needs to be effective in a specific organization, it helps to structure how people in that organization see themselves and others. When competencies are clearly defined, and corresponding behavioral statements that exemplify the skill are individually rated as well, these provide a picture of the employees’ strengths and learning needs on a scale of novice to expert (Margolis, 2018). The more precisely defined these behaviors are, the more targeted the training that can be developed for addressing those needs. Both managers and employees have the responsibilities of identifying areas of weakness and should work together to determine the training and development necessary to fill the gaps for the best possible performance outcomes.
My organization currently has a paper evaluation that is completed annually by the employee and their manager to rank customer service, safety, communication, and job skills. The evaluation is the same for all 1,700 employees in the city regardless of whether they are a police officer, recreation leader, engineer, or groundskeeper. According to the Human Resources webpage, “The purpose of the performance appraisal system is to evaluate the performance of classified employees in the accomplishment of their assigned tasks. The factors used in appraising performance should be job related and as objective as possible. The performance appraisal system is designed to be used to improve the performance level of all employees, particularly those who do not meet the established standards for the position.” The performance appraisal is not tied to compensation. All employees get the standard cost of living increase annually. Only those who have serious deficiencies or have topped out in their pay scale do not get the merit pay. All employees qualify for $5,000 annually in college tuition reimbursement for training. Additional job specific training is available depending on the group’s budget and manager’s approval. In-house leadership, interpersonal, and technical trainings are provided on a regular basis in a one-size fits all format.
Reference:
Chandler Employee Personnel Rules. (n.d.). Retrieved August 26, 2018, from https://www.chandleraz.gov/government/departments/administrative-services/human-resources/personnel-rules
Margolis, J. (2018, August 08). How Do We Correlate Performance Management and New Training? - Workforce. Retrieved August 26, 2018, from http://www.workforce.com/2011/12/14/how-do-we-correlate-performance-management-and-new-training/
