Human Resource Development by Jon M. Werner/Randy L DeSimone 6th edition Assume

Question

Human Resource Development by Jon M. Werner/Randy L DeSimone 6th edition

Assume that you are part of a task force with revising your organization’s performance management system. Your organization currently requires that supervisors conduct annual appraisal for all their employees. A rating form is completed and signed by both the supervisors and employee after the appraisal interview has been completed. Unfortunately, there has been very little guidance given to supervisors concerning how to conduct these interviews, or concerning what should be done after they have been completed. There seems to be very little consistency across supervisors as to the extent to which they should include goal setting, coaching and employee development issues in their appraisal interviews. Although the stated objectives for appraisal are that they should be linked to the organization’s rewards system, there is no formal means for doing this, either. Your Task: consider the following topic: annual ratings, appraisal interviews, feedback, goal setting, coaching, linkages to employee development, and linkages to organization rewards. Using as many of the elements as you wish, design what you think would be an effective performance management systems. If pressed to pick three topics or areas that you think are most important to do well, which topics would emphasize? Why?

Explanation / Answer

Its one of the most critical aspect for judging the Annual Appraisal of an employee. Its one of the best tools adopted or adhered by the corporate and the firms for testing the employees perfromance. The ropics like Annual Ratings,Appraisal interviews,feedback,goal settings,coaching,linkages to employee development and linkages to organization rewards are all the tools which is used by HR dept to judge the overall performance of the employee. As a supervisior one would ensure that the stated parameters are used for doing justice to the employees yearly work. Its also advisable that the supervisior needs to be fair in his decision making showing no favourism. The effective performance system is the one which is transparent and gives full credit for the hardwork an employee does he or she while accessing the employee needs to ensure that what was the contribution of the employee for the growth of the organization and was he following the SOPs of the company also the rules and regulation. No violation of the laid policies,his attitude behaviour with his subordinates/colleagues. The best systeem for judging the performance is transparency and fair selection and giving the best credit for the work. The three topics to do well are behaviour,performance,his overall personality,his contrubotion for the growth of the organization. The reason why i picked these parameters was because once you judge the employee by stated characters then you tend to get the right picture based on that you can make a judgement/decison about the employee and than give him the ratings accordingly.

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