Answer EACH of the six (6) questions separately (include the question with each

Question

Answer EACH of the six (6) questions separately (include the question with each response). The paper needs in-depth research and analysis to show understanding and knowledge of the points raised by the author/s in relationship to the Performance Appraisal process. Note: the Christiansen (2015) article, along with two to three outside academic sources, are required as references for the following questions: 1. Why was the performance appraisal first established? What was its purpose? 2. What are the problems with the Annual Review and how can it be fixed? 3. What type of Performance Review provides the best feedback? (based on academic data) 4. Link the Performance Review to Compensation. What is the connection between the Performance Appraisal and Compensation? 5. Find at least three companies from the Christiansen (2015) article and another source who use Compensation perks that drive performance. More extensive research may be needed. Use your search skills. A minimum of three companies and what compensation perks they provide their employees. 6. After you finished your research describe in your words what you feel is the best Performance Appraisal method and why? please do not copy paste any other answer be original. thank you

Explanation / Answer

Performance Appraisal

QUESTION 1.

It was established for various purposes including the provision of direction and guidance to the employees, improving the performance of an employee at work, developing the employee through their requirements for the acquisition of new skills, acting as a justification for transfer, promotion as well as termination and motivating the employees towards recognizing the importance of quality performance (Ilgen & Feldman, 2013).

QUESTION 2.

            Some of these problems include the fact that most of them are limited on one side; they only concentrate on the employee and not the manager, they are linked to salary, and nobody would divulge any information that would compromise their salary, they are not founded on data, they are time-consuming and when biased they could lead to performance stagnation. These problems could be addressed by having regular reviews by timelines less than a year (Christiansen, 2015).

QUESTION 3.

            The best type is Performance Review is the multi-source feedback systems (PRM which is used by some assessors such as fellow employees, the manager, internal and external customers as well as the immediate subordinates. This type is widely used and accounted for 62% of all appraisals by 2016.Also, every Fortune 500 Company uses it (Murphy & Cleveland, 2009).

QUESTION 4.

Some of the links include having pay grading according to the contributions made by the employee to an organization, varying payments in recognition for the performance outcomes that are in line with the goals of an organization, rewarding of employees whose appraisals are perfect to motivate high performance among the other employees and payment of cash to employees who are found to be perfect on the spot (Ilgen& Feldman, 2013).

QUESTION 5.

Some of these companies include the Costco Wholesale where the members of staff reserve the right to be given bonuses at least twice a year once they hit the highest scale of their performance. The second company is Coworkers at Google which can reward $100 to an employee with an exceptional job performance. Third, in the Zappos Company, the employees are encouraged to reward one another where some awards dedicated for charitable donations as well as a gift of $50 to an employee with excellent performance(Christiansen, 2015).

QUESTION 6.

Typical assessment processes only concentrate on the performance of an employee and not the executives of an organization. These methods are biased and could not be reliable in improving the labor output of any company whatsoever. As such, I would think the best method is the one that will evaluate all the members of staff from the CEO to the subordinate staff. The assessors should be not only the members of staff but also the customers as well. Such a method is the multi-source feedback systems (MSFS), which research shows that it is currently widely used in the world and accounts for 62% of all the operational methods (Murphy & Cleveland, 2009).

References

Christiansen S.T. (2015). 3 Ways Performance Reviews Are Getting Revamped -- For the Better. Forbes Magazine.

Murphy, K. R., & Cleveland, J. N. (2009). Performance appraisal: An organizational perspective. Allyn & Bacon.

Ilgen, D. R., & Feldman, J. M. (2013). Performance appraisal: A process focus. Research in organizational behavior.

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