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Conducting Performance Reviews

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The appraisal performance process according to Dessler (2013) involves "setting work standards, assessing the employee's actual performance relative to those standards, and providing feedback to the employee with the aim of helping him or her to eliminate performance deficiencies or to continue to perform above par. Managers must ensure that employees receive some form of performance appraisal in order to improve their work efficiency and even competency."

If it were up to me, I would change the performance appraisal by implementing an end of the year reward evaluation based on how that individual employee performed throughout the entire year. For example, if an employee began performing poorly early in the year and then increased their performance because of the appraisal process, that employee would be rewarded handsomely. However, if the employee did not show any progress throughout the year, the reward may be less substantial. I would also implement a weekly performance appraisal process for all employees. This action would help me monitor their progress and would also help the individual employees see where they stand and what they need to do to improve.

Employees who consistently underperform would be given a strict performance appraisal that would, hopefully, shake them into improving. Separating the rewards and performance appraisals would provide employees with fair outcomes. Let's say I were to appraise an employee at the beginning of the year, and they underperformed they would receive no reward, on the other hand, an employee who performed well would be given a reward. Employee's gossip and the word would spread that the better employee received a reward, I think this would be a negative motivating factor for some employees. That is why I think that the end of the year review would be a more accurate reflection of their entire performance and would be in line with keeping employees motivated. Also, the end of the year review would not be conducted solely by the employee's direct supervisor. I would incorporate a team of individual managers from different divisions or departments. This action will prevent any negative bias if the direct supervisor does not get along with the employee. All in all, being able to accurately and timely perform performance appraisals will be beneficial to the organization and the individual employee.

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I agree that employees should be reviewed based on their output for the entire year. A weekly performance appraisal might be a bit much but certainly a monthly review would be worthwhile. Drucker's management by objectives process is a reasonable method to follow, in which a manager and employee determine an employee's objectives based on the organization's goals, and then reviewed the objectives to ensure progress has been made. By doing this, there ...

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You are the Director of Human Resources for a prosperous Travel Agency

You are the Director of Human Resources for a prosperous Travel Agency "Destination Adventure!" The company has been so successful that in the past two years the number of employees within your company has tripled and many of the company policies need to be changed. After a recent review you've discovered one of those is the company "performance appraisal/performance evaluation" program.

It appears many managers and supervisors are being inconsistent in the way they rate or evaluate their employees. You want to identify and head off any potential problems.

Your preliminary analysis has discovered it's not a process or administrative issue but the way in which your managers and supervisors rate and measure their employee's performance. Before you can take any corrective actions (training, etc.) it will be important for you to do two things; (1) identify specific problems & (2) come up with solutions to those problem to prevent them from reoccurring,

Identify and describe a minimum of 3 problems, relating to decision making that occur when managers complete performance reviews. Since the focus of our class is on decision making focus on problems that relate to decision issues in your findings. Be sure you identify each problem separately (don't put all your findings in a single large block paragraph).

Provide specific suggestions for each of the problems you identified so that supervisors can eliminate or reduce each of the problems identified. Try to avoid "general" recommendations as they rarely cover or help correct all the problems you will identify.
References are to be provided in APA style.

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