FOR DR. ROCAL - Final Paper
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wk07_powerpoint.pptFinal Research Presentation
Introduction
Medium-large organization tend to have hierarchal system
There appraisal methods are somehow outdated
Managers are promoted without any appraisal
A lot of medium-sized organizations tend to have a hierarchical structure of operations. The appraisal methods that these firms us are also outdated and, therefore, incapable of showing the actual results. In most organizations, senior managers do not undergo any appraisal processes. Since they are close to the HRM, they are promoted automatically. In such scenarios, an organization can face a high rate of turnover and employee dissatisfaction (Joseph, 2014). Workers may feel as though there is victimization in the company. Senior managers need to act as role models for their employees. This means that they have to be subjected to same appraisal conditions as those of their subordinates.
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Objective
The main objective of this report is the creation and implementation of a new performance appraisal system or method of conducting performance appraisals.
This report seeks to create a new performance appraisal system that can help an organization in studying the behavior of their employees. Those companies using outdated appraisal techniques and strategies should consider shifting to more efficient policies various methods can be used in the performance evaluations. However, choosing the best method is usually difficult for organizations (Joseph, 2014).
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Appraisal
Analyzing the performance of the workforce
Continuous reinforcement
The method should be fair, equitable, transparent and just.
An appraisal is a crucial process because it involves carrying out a thorough analysis of the performance of the workforce. This means that the managers are capable of identifying the problematic areas in the organization. They can, therefore, implement new strategies and solutions to boost the processes. Appraisals need to be conducted on a regular basis so as to identify weaknesses quickly (Fletcher & Williams, 2010). The methods that are used in these assessment procedures should be transparent, equitable and fair. Discrimination, some members of the workforce, is likely to lead to resistance.
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New system based on a five-tiered rating scale
Employee might get zero rewards due to the system’s flaws
Room for improvement
The system does not take into account gray areas
The organization needs to implement a new appraisal system that is based on a five-tiered rating scale. In some instances, employees tend to work hard in their jobs and responsibilities. Since the machine is flawed, they end up getting zero rewards (Fletcher & Williams, 2010). The new appraisal system is effective since it leaves room for improvement. The employees will not have to worry about their jobs even if they do not meet the appraisal criteria. However, they will need to work hard so as to record an improvement when a second appraisal activity is carried out.
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Task/behavioral appraisal system
Task related system looks at the results of dishonest practices
Behavior related appraisal results in more team work within the organization
Task-related appraisal system is not good nor effective because it focuses on the activities of the organization instead of analyzing the employees. This system also explains the results of dishonest practices and its impact on the workforce. Behavioral approach is useful because it helps to instill the spirit of teamwork in an organization. It is also focused on the behavior and personality of the employees (Emadi, Qayed, & Wei, 2015). This means that it has a greater chance of improving the performance of an organization. Workers will be forced to work hard especially in developing their traits, skills, and qualifications.
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How to remove biases in an organization
Train supervisors
Use multiple supervisors
Make them loyal to and advocate of the system
When carrying out an appraisal activity, it is important for an organization to remove any obstacles that can interfere with the smooth flow of the process. Biases are among the barriers that most companies face in their appraisal procedures (Emadi, et al., 2015). Biases can lead to conflicts which can escalate into strikes and go-slows. For businesses to eliminate these biases, it needs to train its supervisors on how to carry out the appraisal. Secondly, it can consider using multiple controllers so as to improve the reliability and validity of the collected data.
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Retention
Training and development of employees
Boost Motivation
Changing the hierarchal central structure
Improving communication processes
An organization should improve the communication processes if they seek to retain their employees (Ali, Mahdi, & Malihe, 2012). These processes are crucial during conflict resolution stages. The hierarchal system also needs to be changed so as to increase the flexibility of the company and to reduce the biases. As stated earlier, development and training are critical processes in maintaining a good workforce.
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Cont’d retention
Improving the employees work-life balance
Flextime/work from home options
Reducing working hours
Enhancing the working environments
Improving the working environment of the workforce is perhaps the most important step of a retention plan. Managers should consider reducing the working hours so as to give their employees time to rest and relax with family and friends (Ali et al., 2012). Giving the employees paid leaves is also a good retention strategy. However, organizations should be careful to avoid going against the company’s objectives. Giving workers a lot of time off can cause the company to lack behind in development.
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Compensation Package
More budget allotted to rewards
Increasing the pay-scale
Providing greater maternity leave, family vacations, medical benefits and perks like car purchase options
The compensation package can be viewed as a form of the retention plan (Mani, 2002). The HRM can consider increasing the pay-scale basing on the results of the appraisal process. Some components of the package include paid maternity leave, medical benefits, and transport allowances. However, HRM should be careful and ensure that the compensation package does not consume a lot of resources.
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Human resource and employee retention
Importance of employee commitment, engagement and satisfaction
Proper allocation of resources
Recognition and promotions
Maintenance of key personnel
Human Resources needs to work efficiently so as to help maintain employee retention in an organization. The HRM departments should reiterate on the importance of employee commitment, satisfaction, and commitment (Mani, 2002). When an organization loses some of its skilled and key employees, the blame may fall on the HRM. The department, therefore, needs to implement various policies and strategies to ensure that the employees stay in the company. However, it should make sure that it allocates resources properly to avoid losses
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Employee motivation
Motivated workforce is capable of achieving greater success
Rise in salaries and wages
Promotion
Improved recognition system
Rewards
A workforce that feels appreciated is capable of achieving a lot of success. Employees in such companies are usually ambitious, self-driven and capable of sacrificing their individual well-being for the benefit of the organization. There are several ways in which managers can motivate their employees. Some of them include increasing salaries and wages, bonuses and commission, promotion and rewards (Roberts, 2003).
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Conclusion
Proper feedback and planning
Equitable and transparent
Retention through training and development
Five tiered system (based on behavior)
An organization that wishes to be successful needs to be conversant with the appraisal systems. The HRM department is responsible for carrying out this process. It should, therefore, ensure that it hires qualified and ethical individuals to perform this appraisal. Companies should have a clear system of communication because it can allow them to identify and solve conflicts quickly (Roberts, 2003). Organizations should consider training the employees further as a form of the retention plan.
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References
Ali, S. B., Mahdi, A., & Malihe, J. (2012). The effect of employees’ performance appraisal procedure on their Intrinsic Motivation. International Journal of Academic Research in Business and Social Sciences, 1-8
Emadi, A., Qayed, A. A., & Wei, C. (2015). The vital role of employee retention in Human Resource Management: A Literature Review. IUP Journal of Organizational Behavior, 14 (3), 1-7.
Fletcher, C., & Williams, R. (2010). Appraisal, feedback and development. Making Performance Review Work. New York: Routledge.
Joseph, O. B. (2014). Effectiveness of performance appraisal as a tool to measure employee productivity in organizations. Journal of Public Administration and Governance, 1-14
Mani, B. (2002). Performance appraisal systems, productivity, and motivation. A Case Study. Public Personnel Management. 141-159
Roberts, G. E. (2003). Employee performance appraisal system, participation. A Technique That Works. Public Personnel Management, 89-98.
