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Training Development Performance

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1) What are your thoughts on employees not receiving performance reviews or appraisals? Do you think by not having the performance reviews this can affect an employee's actual performance because he or she is never given an opportunity to discuss their strengths and weaknesses? From an HR perspective, do you think that an employee can improve their performance and enhance their skills without feedback on their performance?

2) What are the ramifications when there is unclear or ineffective communication during the appraisal process? As members of HR and management staff how do you overcome these issues? How do you as a manager ensure the lines of communication are open with your staff during the appraisal process?

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1) What are your thoughts on employees not receiving performance reviews or appraisals?

-- I am not in agreement with companies that do not issue performance reviews or appraisals. All companies, regardless of size or industry, should have a mandatory practice of reviewing employee performance. When we review performance for every employee, we can then discuss ways for the employee to improve in any needed areas. The employee will then be aware of his/her strengths and weaknesses. This is the most effective way to increase efficiency and productiveness within an organization. If employee X is not aware that s/he is falling behind in a certain area, by improving that area, we are able to increase the overall rate of productivity. Employee awareness is a main factor in organizational success.

When organizations do not perform employee performance reviews, it brings the integrity of the organization into question. All organizations ideally want to thrive in today's business environment. Issuing performance reviews is a major step in that process.

Do you think by not having the performance reviews this can affect an employee's actual performance because he or she is never given an opportunity to discuss their strengths and weaknesses?

-- I definitely agree with this statement. As discussed above, an employee needs to be aware of his/her performance in each area. By providing feedback and having discussions with the ...

Solution Summary

This solution discusses performance reviews or appraisals and their usefulness or lack of usefulness to an organization. Performance, methods, and feedback are all thoroughly discussed. This solution also discusses the communication process and how it affects performance reviews. A comprehensive discussion for all areas of both questions is provided. Additional student resources are also provided for further student expansion.

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Developing a recruiting and training plan

Matchmaker Transportation is an award-winning transportation broker, headquartered in Wilmington, North Carolina. Established in 1981, Matchmaker Transportation is one of the oldest third party logistic solutions providers in the United States. Matchmaker Transportation was awarded the 2004 Broker of the Year by the National Association of Small Trucking Companies. They are also proud to be a member of the Platinum Performance Program of the Transportation Intermediaries Association. Today, Matchmaker Transportation strives to be the best in delivering superior value to its shipper customers, while maintaining excellent relationships with each of its carriers. The team at Matchmaker Transportation is devoted to the freight management needs of shippers and carriers throughout the United States, Mexico, and Canada. The experienced professionals fully recognize the shipper's needs for on-time deliveries, clear communications and organized load coordination. In the last several years Matchmaker has grown beyond the family organization it originally started as. In three months Matchmaker will be moving to a new facility and needs to hire 28 new full time employees to join the 18 already on staff.

Develop a staffing plan for the organization. Determine how many people you need to hire and in what functional areas (operations, customer service, distribution, marketing, finance/ accounting). Develop strategies to recruit the appropriate applicants. Use the reading assignments, interviews with your HR representatives or staff persons, Web site articles, Electronic Reserve Reading (ERR) articles, and HR journal articles to support your position. Use at least two text references.

I am suppose to use information from the attached text to site. Matchmaker is the company I work for. We have no set training in place and we are growing. We went from 6 employees to 18 in just under three months. As the business continues to expand I would like to be able to suggest a training plan.

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