Selected:

PERFORMANCE APPRASIAL

$15.99

$15.99

PERFORMANCE APPRASIAL Details Activity 2 Prepare a response for Jennifer and Mel highlighting your thoughts on the following: 1. Is Jennifer right about the need to evaluate the workers formally? Why or why not? 2. After reading through the course materials, and learning more about the various applications of performance feedback, what response can she give Mel to explain the value and application of that feedback? This should be a well developed response for Mel incorporating concepts you are learning related to appraising performance. 3. Choose one of these positions: Salespeople, Web designer, or Web surfer. Now, select an appraisal method you would use (based on models from the course and/or outside research) and provide rationale as to why this is the most appropriate method for this position and this environment. 4. Develop the appraisal form you would use, customized for the position you selected. This should be an appraisal you personally create, based on the competencies and job duties for the position you chose. This may require research into that job title, to familiarize yourself with the typical job duties. The appraisal should be prepared in Word and either submitted in one document along with step #1, or may be submitted separately Activity #2 Now consider the following case. 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 Web site 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 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. Before you can help solve Mel and Jennifer’s problem, consider the following question. What is the purpose of a performance appraisal? Answer: The purpose of a performance appraisal is to provide employees with feedback on how they are doing, as well as give them an opportunity to give feedback. There are 4 reasons for appraising performance: 1) appraisals provide information upon which promotion and salary decisions are made; 2) they provide an opportunity for you and your subordinate to review his or her work-related behavior; 3) it provides an opportunity to review the subordinate’s career plans in light of his or her strengths and weaknesses; and 4) they help you better manage and improve your firm’s importance. Several problems can occur during the appraisal process. Take a look at the following scenarios. Determine what type of appraisal problem is being described and indicate how this problem can be avoided. You are the HR Director of a medium-sized computer software company. You have received several complaints from employees about how they were rated by certain managers. Scenario 1: JoEllyn Kelly argues that her manager does n

PERFORMANCE APPRASIAL

Reviews

There are no reviews yet.

Be the first to review “PERFORMANCE APPRASIAL”

Your email address will not be published. Required fields are marked *

Close Menu
×
×

Cart