Human Resource Management: Final Project Milestone Submission

A business’s strategic plan usually determines the direction of what they are aiming to achieve. Hence, it is the HRM’s responsibility to ensure that the process of performance management aligns with other human resource functions and the strategic plan to meet the intended goals. Through the organization’s strategic plan, the HRM must identify the organizational needs and initiate processes for satisfying them. Human resource managers should utilize the strategic plan to ensure proper performance standards for workers.

Differentiate between the trait, behavioral, and results-based performance appraisal systems, providing an example where each would be most applicable.

Performance appraisal systems are introduced in organizations to evaluate employee performance, improve their weaknesses, and reinforce their strengths ("Performance Appraisals", 2020). Traits are workers’ habits and routines. Trait examples include things possessed by employees, such as punctuality and dependability. Behavioral appraisals involve employees’ actions based on what they do rather than what they produce.

Results-based appraisal is whereby objectives or goals are agreed upon between supervisors and workers. A great results-based appraisal is when a salesperson sets her sales goal for a certain month.

Identify best-suited appraisal for the Maersk Customer Service – CARE Business Partner.

I believe the behavioral performance appraisal would be best for Maersk Customer Service-CARE Business Partner with the use of a graphic rating scale. This enables the rating of each employee to a scale of features and characteristics. Behavioral appraisal focuses on specific actions related to a certain job. The desired parameters of a certain action are defined in the performance standard. It provides feedback by measuring and indicating what a worker should do differently to improve their performance. The characteristics’ scale rates range between excellent to poor. A worker who is performing better is rated excellently, while a worker with a lower performance is rated poorly. Behavioral performance appraisal saves time for supervisors and employees because it is very distinct and fast to rate a given performance.

Identify and describe a variety of performance rating scales that can be used in organizations including graphical scales, letter scales, and numeric scales.

Performance rating scales are used in rating employees’ achievements and performance. Graphical scales rate every worker based on the characteristics’ scale. There are many types of graphical scales ratings that could be used to rate employees’ performance, including diagonal and plain scales ("Rating Scales for Employee Performance Reviews", 2020). Graphical scales are easily understood by both managers and workers. They provide great feedback on employees’ positive abilities.

Letter scales requires one to choose from a given statement and pair it with other statements that seem to be equally unfavorable or favorable. These statements are designed in such a way that they can distinguish between unsuccessful and successful performance. Letter scale is a great way of grading customer service because it forces the respondent or employee to make an unbiased choice.

Numerical scales include behaviorally anchored rating scale and behavior observation scale. These scales are used in ranking behaviors; rather than using a long-written assessment. They rank the incidents that occurred, depending on their frequency they were observed or critically analyzed. Numerical scales have certain behaviors that represent performance gradations used as reference points for rating workers on different behavioral dimensions. When a company changes its size or operations, some workers may struggle with such changes. Numerical scales provide feedback in a fair way related to a given incident that may be experienced.

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