LearnInMotion.com: The Performance Appraisal
Jennifer and Mel disagree over the importance of having performance appraisals. Mel says it's quite clear whether any particular LearnInMotion employee is doing his or her job. It's obvious, for instance, if the salespeople are selling, if the web designer is designing, if the web surfer is surfing, and if the content management people are managing to get the customers' content up on the website in a timely fashion. Mel's position, like that of many small-business managers, is that "we have 1,000 higher-priority things to attend to" such as boosting sales and creating the calendar. And in any case, he says, the employees already get plenty of day-to-day feedback from him or Jennifer regarding what they're doing right and what they're doing wrong.
This informal feedback notwithstanding, Jennifer believes that a more formal appraisal approach is required. For one thing, they're approaching the end of the 90-day "introductory" period for many of these employees, and the owners need to make decisions about whether they should go or stay. And from a practical point of view, Jennifer just believes that sitting down and providing formal, written feedback is more likely to reinforce what employees are (critical incident) doing right, and to get them to modify what they might be doing wrong. "Maybe this is one reason we're not getting enough sales," she says.
Please answer the questions:
Now that you have your supervisor's opinion, prepare a response for Jennifer and Mel highlighting your thoughts. Here are the questions they need answered.
1. Is Jennifer right about the need to evaluate the workers formally? Why or why not? If you think she is right, how do you explain away Mel's arguments?
2. Select a performance appraisal method for the salespeople, web designer, or web surfer, and provide reasoning as to why this is the most appropriate method for this position. Along with selecting the method, develop the appraisal form you would use, customized for the position you selected.© BrainMass Inc. brainmass.com October 24, 2018, 6:46 pm ad1c9bdddf
See the attached file.
Response for Jennifer:
I'd say I agree with Jennifer, because performance appraisals are essential for the effective management and evaluation of staff:
- Appraisals help develop individuals, improve organizational performance, and feed into business planning. Formal performance appraisals are generally conducted annually for all staff in the organization. Each staff member is appraised by their line manager. (Directors are appraised by the CEO, who is appraised by the chairman or company owners, depending on the size and structure of the organization).
- Annual performance appraisals enable management and monitoring of standards, agreeing expectations and objectives, and delegation of responsibilities and tasks.
- Staff performance appraisals also establish individual training needs and enable organizational training needs analysis and planning.
- Performance appraisals data feeds into organizational ...
In a 570 word solution, the response presents a good amount of information, partly in bullet format, in order to discuss whether Jennifer is right about the need for performance appraisals, as well as appropriate performance appraisals for a salesperson position. A performance appraisal form template is also provided in an attached Word document.
Human Resources management
1: Discuss an example of a compensation and motivation practice and evaluate how it relates to the organization's strategy.
2: Critique a best practice in a compensation and motivation program.
3: Find an article, and state the best practice in HR management. Offer your citation.
4: Find a second article, and state the best practice in HR Management. Offer your citation.