LASA 2: Employee Development and Performance Appraisal

You are the  vice president of a human resources department and Susan has been your  executive assistant for one (1) year. She effectively completes her given  assignments, sometimes ahead of schedule.   Susan has a welcoming personality and is commended on her willingness to  help when asked. As a result of her efficiency, Susan often has spare time on  her hands. 

In several  conversations, you have spoken with Susan about taking a proactive stance and  involving herself in the business to increase her knowledge base. You have  suggested she attend strategic planning meetings, shadow other Business  Partners, and take professional development courses geared towards human  resources.   Susan has not incorporated  any of these suggestions.

  The  organization promotes and encourages employee development and has a requirement  of 24 professional development (PD) hours for each employee per annual review  cycle. As VP of the department, you  have offered to mentor Susan; yet she has not taken advantage of the offer.  Given Susan's capabilities and potential, you want to mutually establish future  performance goals and developmental opportunities to enhance her effectiveness  and maximize her organizational contributions. 

Susan's  professional appearance and interaction with co-workers is superb. When asked to complete a task, she fulfills  the assignment willingly and with very few errors. She is well liked and respected by her peers.  She has impeccable oral and written  communication skills. Overall, you are pleased with her performance but want to  see Susan take initiative to seek out tasks to complete rather than waiting to  be told what to do. 

As the VP of  HR, you have been tasked with a two part assignment. In part one of this  assignment you will explain the importance of performance appraisals, analyze  the essential elements which should be included and describe how performance  appraisals can be used to promote employee growth. In part two of this  assignment you will create a performance appraisal for Susan. 

Your paper should be 8-10 pages in length incorporating both  parts I and II.  You can either design a  performance appraisal document or use an existing template. The performance appraisal should be no more  than 3 pages of the total page count for the assignment. Be sure your paper addresses all of the  following components:   

 Part I: Importance of Performance Appraisals:

Explain how performance appraisals can be used as part  of employee development.

Explain why rankings are given to employees and the  advantages and disadvantages of including rankings.

Address why organizations should deliver appraisals in  a timely manner to employees.

Discuss the advantages and disadvantages of three  different types of performance appraisals. Make a recommendation of which type  of performance appraisal is most appropriate for Susan.

Provide  suggestions on how the manager can give feedback on a continual basis to the  employee to encourage continual development. 

Part II:  Susan's Performance Evaluation As the VP  of HR, you are providing Susan with feedback on these areas and suggesting ways  to develop in the areas where she is not meeting expectations as outlined in the  scenario. The performance appraisal directly ties to compensation  increases. The appraisal should  highlight achievements over the past year; while addressing expectations and  setting goals moving forward.  

The  performance evaluation should address the following areas:
           Professional  Development
           Job  performance
           Communication -  internal and external
           Professional  Demeanor
           Working  relationships
           Compensation recommendations