...Performance Appraisals Within the Work Place Vanessa Delgado Human Resource Management Bus 303 Maria Kithcart 4/21/2014 Abstract How can performance appraisals increase employee performance? Human Resource Managers have strategically set out company standards in order to increase employee performance over time. There are a number of companies that use performance appraisals to increase the performance of its employees and the company’s values over time. Employee evaluations become increasingly important when trying to gauge what the company’s needs are. Often times the attitude of the employee towards their superior will depend on how the employee performs. In such case feelings become highly important and how the employee feels day in, day out coming out of work. Do they feel accomplished? Or are they struggling to stay afloat? Although the feelings of the employee are highly considerable for performance appraisals, the personality of the employee also plays a huge role in how the employee interacts at work. Hiring the right person, right place, and right time is something that HR managers strategically plan out. Interviews based on behavior become the most important part of the hiring process. Getting to know an individual during the interview process can base how well they fit with the job they are applying for. Is this an introvert applying for a sales position? Once the employee is set into their role it is important to seek feedback sessions to establish a rapport...
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...Employee Selection Process and Performance Appraisal Methods in the Workplace: Effective Methods and Recommendations for Happier Employees Jeremiah Lawrence Ethical Leadership Orgn & SOC DMBA 610 9040 11/9/2014 EXECUTIVE SUMMARY This paper will delve into the employee selection process and the various performance appraisal methods used by different companies. Gerard C. Eakedale has once said “recognition is the greatest motivator.” Human Resources Departments are aware of this and have implemented the appropriate methods to incorporate their appreciation and gratitude to employees when they go above and beyond the call of duty to improve their work performance. This paper will analyze the methods used at my current company of employment and recommend improvements that can contribute to improving the workplace performance. Employee selection processes are a company’s way of finding out who would be the best candidate for the specific position they are trying to fill. Whether it be from one simple phone interview or multiple interviews with different managers of the company, different businesses come up with what they believe to be the most effective way to find someone to fill a position and must follow the procedure. This procedure is put into place so that there will be no confusion or risks of any favoritism, bias, illegal, or biased behavior going into the process. Additionally, employees working for a company want to feel appreciated for all of their hard...
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...principles that provide a guideline to organizations regarding how a business should run. A business that is ethical will also recognise the responsibility for minimising the non-financial costs. Human Resource Managers (HRM) plays an important role when it comes to guiding the organization in an ethical way as they are in charge of ethical issues that arise from the employer to employee relationship. The Human Resources (HR) function deals with a wide range of responsibilities and also it includes many ethical issues which may damage a company’s reputation and financial statistics if not handled properly (Ingram n.d.). They are obliged to run their duties ethically when employing people, conducting performance appraisals and ensuring health and safety in the workplace. Most importantly, they play a role in creating a culture of mutual respect and dignity. HR managers can guide employees understand the ethical issues using behavioural role modelling, personal reflection and moral dilemma discussions (Wells & Schminke 2001). The primary responsibility of a HR manager is the recruitment and selection of employees. They have to meet workforce demand and supply. In the recruitment process, the HR manager is required to follow a step by step procedure by evaluating the right number of vacancies needed, type of individual to undertake the job vacancies and conducting interviews. In the selection process HR managers are required to choose the appropriate person for the right...
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...Annual Performance Appraisal In the ever changing business world that we live in the need for structure in the workplace is even more prevalent. There has to be an order that is followed by every member of each working team. This is why having a system like Complete Performance Management and Annual Performance Appraisals is very important. The human resources division states that “Managing employees is an important part of running a small business. The reputation of the business may also rely partly on the performance of its employees. Owners of businesses often develop an employee performance management system or performance appraisals to help them evaluate employees” (Heathfield, 2012) Complete Performance Management System is defined in Wikipedia as “A performance management system is a method of employee evaluation and management that is used in a wide variety of business settings. It helps to create a more productive working environment by clearly outlining expectations and generating management feedback. It includes activities that ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas. ” (Wikipedia, 2012). This system of evaluating employees is mainly used in the workplace but it can apply to...
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...as your personnel file or payroll, will be kept private and only the necessary employees will have access. Any information that is released will be done on a need to know basis only. As an employee, it is your responsibility to maintain the privacy of our clients and any information you may receive throughout the workweek. You will also have information about our daily operations. These also are not to be shared with anyone. Depending on your position with our company, you may receive confidential information regarding other employees that is not to be shared with others. It is of highest importance that privacy is maintained during all aspects of work. Privacy Rights & Privacy Protection The right to privacy in the workplace is not a guaranteed right in the Constitution. However, in the Supreme Court ruling on Griswold v. Connecticut, (381 U.S. 479 (2965).), the Court held that a Connecticut statute restricting a married couple’s use of birth control devices unconstitutionally infringed on the right to marital privacy. Therefore, the right to privacy became an inferred...
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...thought. A recent study conducted by Dr. Ben Searle of Macquarie University in Sydney has found significant links between workplace role ambiguity and an employees’ reported level of anger, anxiety and threat perception. Dr. Searle’s study involved 602 participants across a range of companies and industries fulfilling duties all the way up to managing director. The participant group was asked to self-report on perceptions of role ambiguity, experienced levels of anger, anxiety and workplace threat appraisal. In this study, participants were asked questions as to whether they fully understood what was expected of them at work on a day-to-day basis regarding particular tasks, or a range of tasks. This data was then compared with responses to questions which probed whether they had felt anxious or angry at work. Threat appraisal was determined by whether the respondent felt it was more or less likely that their work day was going to be a negative experience for them. Dr Searle’s study found statistically significant correlations between a lack of clarity an individual has regarding their job requirements and reported feelings of anger, anxiety and their threat appraisal. These findings reinforce earlier research conducted by Robert Pearsall from the University of Maryland which demonstrated that these increases in anxiety, anger and threat appraisal can...
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...Performance Management Jasmine Sims HRM 500 Human Resource Management Foundations Jo-Rene Queensberry December 3, 2014 Sometimes company have experienced a significant reduction in earnings, resulting in the layoff of a number of retail sales associates due to the economic downturn. On a positive not some business seems to be rebounded, however with every business there is always concerns with performance, but there are always recommend ways to increase sales and customer service. This paper will express how implementing a performance management system may help modify employee behavior and improve results it will also examine performance management issues and processes and the influences on and various approaches to compensation. It is very important to have a job description for retail associates. Job description is very necessary to describe the most significant components necessary for the job both internally and externally (Chandler, 2005). Retail Salesperson Job Responsibilities: Serves customers by helping select products. Retail Salesperson Job Duties: Welcomes customers by greeting them; offering them assistance. Directs customers by escorting them to racks and counters; suggesting items. Advises customers by providing information on products. Helps customer make selections by building customer confidence; offering suggestions and opinions. Documents sale by creating or updating customer profile records. Processes payments by totaling...
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...Preface: Conducting Performance Management; Developing an Approach to Total Compensation; Using Performance Based – Pay to Achieve Strategic Objectives; Providing Benefits and Services; Promoting Workforce Safety and Health; Understanding Unionization and Collective Bargaining. At this work we present scrupulous analyses of such aspects as Performance Management and its divisions, the definition of Total Compensation and the aspects based on it, the way of achieving Strategic objectives using performance based pay, Introducing benefits and services, maintaining the workforce and Safety and Healthy and finally understanding Unionization and Collective Bargaining. In this work we will describe and scrupulously analyze more chapters than usual, given in the book “Managing Human Resources” 10th Edition, by Susan E. Jackson, Randall S. Schuler and Steve Werner, as these are the last chapters, introduced to us by the authors. In this case we will try to give adequate interpretation and analyses to the main concerns that appear in the related book. And finally, at the end of the essay we will answer the questions, related to this exam. The questions are: 1 Should companies offer a uniform “package” of benefits, or should they move to a flexible plan that allows employees to choose the benefits that are most meaningful to them (up to a specific, pre-established dollar amount)? 2 What are some key issues to consider...
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...Report of performance appraisal Recruitment, selection and procedures Report of performance appraisal Recruitment, selection and procedures Prepared byNORAINI ASHYIKIN BT ANUAR Human Resource Manager of Company Cadbury Prepared byNORAINI ASHYIKIN BT ANUAR Human Resource Manager of Company Cadbury Submitted to: CEO of Cadbury Submitted to: CEO of Cadbury List of abbreviations and/or glossary Appraisal – “the act of estimating or judging the nature or value of something or someone.” (Dictionary.com, LLC, 2014) Appraisal interview – “A formal discussion held between a manager and his subordinate to discuss the performance of the employee in a specific period.” (Aminuddin, Huaman Resource Management, 2011) Development – “Learning activities designed to help the individual employee grow and improve his knowledge and skills, but which are not necessary in needed in his current ” (Aminuddin, Human resource management, 2011) Performance appraisal – “A technique of formally evaluating an employee’s work over a particular time period.” (Aminuddin, Human Resources management, 2011) Executive summary The Cadbury Company distributed 200 years ago and the name of the company are well known. The Cadbury made to sell variety of sweet chocolates. The taste of the chocolate still remains in tongue where the different taste from other company. The company continues to provide a best quality of the product. In Malaysia, the company supporting to make a decision to...
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...Regulatory Requirements Human resources administrators want to improve the work environment to enhance employee performance. Regulatory practices to improve the work environment are base on works of scholars who spearheaded the scientific movement. Human resources law has taken center stage in dealing with workplace violations and excessive abuses. There are many challenges to effective performance measurement in how a human resources manager can ensure accurate measurement of a worker performance. Managers are confronted with five challenges, (1) Rater errors and bias, (2) The influence of liking, (3) Organizational politics, (4) Whether to focus on the individual or the group, (5) Legal issues (Go’mez-Mejia, Balkin, and Cardy, 2010). A rater error is an error in performance appraisal that reflects consistent biases on the part of the rater. One of the most prominent rater errors is halo error, the tendency to rate similarly across dimensions (Go’mez-Mejia, Balkin, and Cardy, 2010). If an individual does well in one aspect, this can trigger favorable reports on other aspects. The Influence of liking can cause errors in performance appraisals when raters allow their like or dislike of an individual to influence their assessment of that person’s performance (Go’mez-Mejia, Balkin, and Cardy, 2010). A manager can correlate the performer’s ratings only because they like them but also can mean the raters likes the way the employee performs the job...
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...Challenges Paper In the world of business the use of performance management systems or annual performance appraisals is one that is viewed differently by each organization and management team. Although these two methods have some of the same characteristics, they also contrast in many ways. Performance appraisals can be an effective tool for organizations but along with many business techniques can be problematic. Another important method that should be practiced by organizations is the management of turnover rates. A swinging door of employees leaving and entering can quickly become a costly routine for an organization. In this, the organization must make sure the employee is respected, treated fairly, and given an opportunity to speak his or her concerns. In a business world with labor laws employers have more competition of safe and friendly work environments. Safety and health management must be made a priority in all organizations. Safety and health regulations are put in place by laws and it is management’s job to ensure they are understood and followed regularly. These are just some of the responsibilities and challenges of management and will continue to change. Management should take steps to prepare for certain future challenges that may arise. Management system versus annual performance appraisals Performance management systems and annual performance appraisals are two controversial topics in management and organizations. Although the two share some of the same qualities...
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...Fda Business Management Year 2 Performance Management BS203 Ian Spruce An appraisal is a tool which is used by many, if not all, businesses which helps review each employee’s progress and overall job role for the company. The use of an appraisal can help communicate the businesses corporate objectives to the employee explaining what these objectives are, how they affect the business and how the employees can reflect on and enable these objectives to be met. The understanding of these and communication of these goals can be used as an indicator of what individual goals and objectives need to be set for each staff member. The overall intention of an appraisal is to help individuals move forward and progress and voice any problems that could be occurring from both sides of either management or the employee. The form of an appraisal will often adopt Demings’ cycle of; plan, act, monitor, review. (Deming, PDCA cycle) This theory relates to the progression of employees and the process that is often used in appraisals. The use of appraisals is a tool which is used within performance management. Performance management is the overall management that reviews and oversees the performance of employees and ensures that goals and objectives are met. An appraisal is a key tool in performance management to help ensure that these goals and plans are met. The use of an appraisal can often cause a difference in opinion; some dread the bureaucratic process whereas some believe that...
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...Work Based Assignment – M3.12 motivating to perform in the workplace By Ron Brown The value of assessing performance At MPL it is mandatory that each individual takes part in the appraisal system. An appraisal template form is first filled in by the individual’s manager, and a meeting time and date is planned. There are sections on the form for contributions by either manager or appraisee – either can add information before the meeting. In the meeting, the previous appraisal will be studied. A discussion will occur on whether last year’s objectives and training plan were met and what future objectives and training needs the individual should pursue. The appraisee can bring up any issues, and suggest themselves what they may want to achieve this year. Once the objectives and training are agreed, a plan is written up. The appraisee gets a copy and the manager will file one away. This system is repeated every 6 months. When assessing individuals in the workplace, there are 2 different methods used. Informal assessment: This kind of assessment is mostly based on how you perceive the individual. It isn’t based on facts and figures but more about how well you think the individual is doing. Some examples of that are: Walk around and watch them – As a section leader you can get a good idea of how well your staff are doing just by watching them. Do they work quickly? Do they work efficiently? Do they have good accuracy? Do they get on well with the team? Do they look...
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...planning (Allen et al., 2004). Human resource managers focus on equal employment opportunity and affirmative action legislation (Shen et al., 2009). Equal employment opportunity regulations are a tool to manage diversity and prevent discrimination in the workplace. In addition, these regulations include observing workplace rules, policies, practices, and behaviors to avoid unfairness between groups (women, disabled individuals, and members of racial, ethnic, and ethno-religious minority groups) (Wambui et al., 2013). Moreover, Booth et al. (2009) stated that the employer has to understand the policy of equal opportunities well to be applied...
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...Some see performance management as performance related pay schemes and others as the performance appraisal systems. In simple terms, performance management provides the means for people to improve their performance or apply their abilities more constructively. Performance Indicators This is used by businesses to measure their employee’s performance in several ways in the organisation. Brook Hospital can measure employee’s performance by looking into how services are provided to the patients by staff, the number of patients they deal with in a certain time limit. It is difficult for an organisation like Brook Hospital to measure performance as they belong to the service sector. However, the government has been setting targets in recent years. By using performance indicators they will be able to outline their future strategy. The NHS uses appraisal systems on their employees. The primary aim of the appraisal scheme is to identify personal and professional development and educational needs, with the ultimate aim of improving clinical performance and patient care. Doctors and their managers can sit down and review their targets. Doctors in training are subject to annual workplace appraisals in the same way as fully qualified consultants and GPs, and this can cause some overlap in practice with the regular reviews that take place during training and workplace-based assessments. Appraisal schemes are important because it gives a chance for employees to have an open and frank discussion...
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