HRM 500 Assignment 3
ratiff1
HRM500Assignment2_LarryRatliffPresentation1.pptxNew Supervisor Training on Performance Evaluations
Larry Ratliff Jr
Strayer university
August 8 2019
New Supervisor Training on Performance Evaluations
Performance evaluation are done on a regular basis as a way of keeping progress records for the organization on regular basis. Most of the organizational employees dread the evaluations with the notion that they are used as a basis for future hiring and firing criteria (Performance Appraisal. n.d.).
2
Introduction
Employee performance appraisal refers to the process by which employees’ achievements are assessed in a bid to establish their capabilities as far as the organizational progress is concerned.
Performance evaluation may be carried out on different basis according to the organization. It could be yearly, quarterly, monthly or even weekly. The evaluation results into reports that give in-depth feedback on previous achievements of the different staff members which clearly outlines their respective strengths and weaknesses. The appraisal also develops the possible performance hiccups and hence strategies are formulated to improve the performance for the betterment of the organization (Performance Appraisal, n.d.).
3
Reasons for conducting performance appraisals
Development of a performance culture
Pointer and discussion about progress
Emphasis on expectations and recognition of past achievements
Rationale for employment choices
Development of organizational record whether positive or negative.
Expected appraisal outcomes:
Expectations from respective employees.
The employees’ achievements
Importance of the performance appraisal
Performance evaluation is vital to every organization and may play a key role in enhancing achievement of the organizational goals. It is therefore important for al the employees as well as the employers to understand its role in the growth of any company such that they quit overlooking the process. The appraisals raises the employee satisfaction, motivation as well as their productivity in their areas of work. Through carrying out the necessary preparations prior to the activity, performance assessments could help in achievement enhancement and stimulation (Fawcett, n.d.).
4
Type of evaluation
The formative approach is the best to use in the organization for the reason that the company is already in operation. The supervisors ought to establish what concepts are the best for their staffs with regard to their level of understanding, how best they present the concepts and also their areas of specialization in the developmental strategy of the organization.
The formative evaluation approach gives the employees a chance to participate in the evaluation since it is an open-ended. In this way, the employees are able to give their views regarding different aspects of the discussion questions. The participant’s comments are vital in establishing their capabilities as far as the organizational progress is concerned (Why bother with employee performance evaluations? n.d.).
5
Purpose of employee performance appraisal
RECEIVING
Feedback
GIVING
Feedback
Engagement
Regarding performance and development.
Performance evaluation enables the supervisor and the employee to establish reasonable achievement standards in such a way that they clearly understand what is expected of them. Since formative evaluation involves participation of both parties, a two-way communication channel is created which is vital for any developing organization. It could also create a better working environment for all the organizational staff since they are able to cooperate in a better way and also understand each other more. This means better productivity of the staff members which is the most vital reason for performance evaluation (Fawcett, n.d.).
6
Performance evaluation process.
Set a calendar date and time that is convenient for all the participants.
Make arrangements for a conducive meeting venue where there is privacy and minimal interruptions
Ensure there is enough evaluation time
Prepare the job description and achievement goals as well as goals set from the current review period
Prepare the job rules and regulations
Have all the necessary notes ready including the present disciplinary memos and past achievement assessment reports.
All the clients’ and coworkers’ feedbacks should be ready with the supervisor (Adams, n.d.)
The most challenging step of the process is actually sitting down with the employees for the formal performance review. The supervisor needs to have insights on how to deal with the staff members since they have different personalities (Why bother with employee performance evaluations? n.d.).
8
Conducting the evaluation session
Meet in a location with no or minimal interruptions
Begin with a welcoming phrase followed by the purpose, process and mutual.
Ask the self assessment questions like the employee’s achievements that they are most proud of, what they did to make a difference as well as what they have learnt recently.
Supervisor appraisal which involves their ratings with illustrations such as areas of agreement and differences.
The employee may ask questions at this point.
The supervisor review the employee’s annual goals and the achievements as per the date of evaluation. They should also discuss the employee’s expectations and any additional tasks that could be accorded to them. In addition, any other quarterly and long term projects should be reviewed. The supervisor should also give feedback to the employee giving credit where it should (Adams, n.d.)
9
Performance Instrument
Striking rating scale
Mixed-standard scale
Forced dissemination
Critical incidence limitations
Weighted checklist.
There are many types of appraisal instruments or forms that can be used. The graphic rating scales is used the most and comes in different formats. All the appraisal must do is choose the descriptive rating ranging from best to worst. This approach list traits and provides a rating scale for each trait that employees may display. Like for example it can be based off knowledge, communication, quality, performance, teamwork, and problem solving. Mixed standards scales use several statements describing the traits to come up with a final score for that specific trait. Performance appraisal is a powerful useful tool that will help to ensure the achievement of goals and reinforce the company’s vision and values (Why bother with employee performance evaluations? (n.d.)
10
conclusion
Employee performance appraisals are very vital for the development of every organization. They provide the employees with the information as well a platform from which they can give developmental ideas for the growth of the organization. They also provide a structure under which employees are paid according to their performance as a way of giving incentives to employees who have successfully achieved their goals (Purpose of Performance Evaluations, n.d.).
11
References
Performance Appraisal. (n.d.). Retrieved August 10, 2019, from MSG Management Study Guide: https://www.managementstudyguide.com/performance-appraisal.htm
Fawcett, G. (n.d.). 7 REASONS WHY YOU SHOULD BE CONDUCTING PERFORMANCE APPRAISALS MORE OFTEN. Retrieved August 10, 2019, from Hays Recruiting Experts: https://social.hays.com/2015/08/31/7-reasons-why-you-should-be-conducting-performance-appraisals-more-often/
Pawar, Y. (2017, December 13). How to differentiate performance appraisal from performance management? Retrieved August 10, 2019, from Uprise Together: https://upraise.io/blog/performance-appraisal-management/
Adams, A. (n.d.). A First-Time Manager's Guide to Performance Reviews. Retrieved August 10, 2019, from The Muse: https://www.themuse.com/advice/a-firsttime-managers-guide-to-performance-reviews
Purpose of Performance Evaluations . (n.d.). Retrieved from https://www.flagstaff.az.gov/DocumentCenter/View/9869/Performance-Evaluation-Handbook?bidId=
Why bother with employee performance evaluations? (n.d.). Retrieved from SAP Success Factors: https://www.successfactors.com/en_us/lp/articles/employee-performance-evaluations.html
12
