My Employer's Current Performance Evaluation

In this phase the raters are educated on the reasons a performance management system is being put in place and provided information on the appraisal form and the actual performance management system. They are also trained on how to identify and rank job activities, how to observe, document, and measure performance, conduct a performance review, and most importantly minimize rater errors. The focus on rater error training is essential as it points out and identifies biases and lack of knowledge or program understands that leads to rating employees incorrectly. There are several types of errors that can occur and in the preparation phase employees are educated on how to prevent making these errors. The final step that occurs prior to implementing the performance management system is pilot test; this is imperative to do in order to identify errors, issues, and any improvements that needs to be made before implementing the system to the entire organization which can save the company money in finding issues

Under the current system the year end review occurs at the earliest in March. In order to create a forward thinking performance management approach within the year end review, it should be given by the end of January. Discussing goals and ways to move forward must occur when the employee has an opportunity to improve their performance and achieve the established goals.

We have implemented a 3-tiered Performance Management & Appraisal System which begins with an informal review for new hires or new positions/promotions at the 3-month mark, a 6-month probationary period review, culminating in the annual review.

Feedback was provided to assist you in maximizing points earned on this final paper. To properly complete this final project, you must include the feedback provided to apply to this final paper. The purpose of this assignment is to apply your critical thinking skills in completing the employee process from job analysis to compensation based on performance. You are now going to make compensation decisions.

* Twice a Quarter Upper Management team members will provide employees with Goal feedback and assessment

Employees will be given an initial performance evaluation after the 90 day period. Consequently, employees will receive a yearly performance evaluation.

The challenges of an organization can influence the performance of an organization from a satisfaction with pay (Gomez-Mejia, Balkin, & Cardy, 2016, p. 296). The employee salary within an organization is a huge cause for turnover of employees (p. 296). First, the topic of employee salary is of great importance for the current and potential workforce (Lee & Lin, 2014, p. 1577). In addition, employees that have the perception on receiving lower compensation that others within their market will lack in performance and have a desire to leave the organization (p. 1577). In retrospect, the regular evaluation of compensation within the organization is vital to the reduction of employee turnover (p. 1577).

This paper will examine setting the stage for strategic compensation and bases for pay. There are three main goals of compensation departments: internal consistency, market competitiveness, and recognition of individual contributions. Internally consistent compensation systems define the relative value of each job among all jobs within a company. (Martocchio, pg. 22, 2011) With this system companies want employees to be paid more based on their qualifications and responsibilities. They believe someone with less experience should be paid differently. To determine such evaluation companies use job analysis in order to provide job descriptions. The job evaluation is to determine pay according to a particular position. Market-competitive

Pay for performance systems have further been proven to have two advantages for organizations: attracting more high-quality employees and motivating employees to exert more effort at their jobs. (Gordon, Kaswin) This paper will show the positive benefits of performance pay as

Most managers that I know, get a tight feeling in their stomach every time they are reminded that they need to begin working on their performance reviews. Depending on how large your team is, completing performance reviews can be a daunting task. Hopefully you have been good at recording your employees’ individual successes and failures over the course of the year. Performance appraisals serve many purposes within an organization. Answering the questions below will help us understand why they are a standard at most companies.

Performance reviews are designed to both evaluate general performance and measure progress around specific goals. Both negative and positive aspects are incorporated in these reviews as they should serve as a point of reference to both look back in evaluation and ahead in anticipation. Pulling back from daily demands in order to assess and review employee performance allows managers to focus their attention on specific departments and clarify what is high priority to their company. Performance reviews also act as an opportunity to acknowledge working staff and identify professional development which will further support the staff members’ career growth. Reviews are seen as a powerful tool that can be tied to a company’s overall success;

Trent has several facts that he needs to consider about how he handled Ms. Smith’s appraisal. The purpose of the performance appraisal is to advise the employee concerning the value of their performance. Performance appraisals should reinforce the manager and employee relationship. Trent’s method of presenting Smith’s appraisal was discouraging and upsetting because she stormed out of the office. He only stated her weaknesses and hinted that she did not really fit in his department. He did not set any short-term improvement goals and a follow-up date to ascertain if Ms. Smith had shown any improvement. He did not give her a copy of her appraisal. One of the facts that Trent needs to consider is that he did not follow the performance appraisal guidelines. In fact, everyone should receive a copy of their appraisal. Another fact that Trent should consider is that he did not have enough documentation available to confirm that she had an inadequate work performance and an unpleasant attitude. He is basing her performance from his negative personal feelings about Ms. Smith. Trent felt that Ms. Smith was a “problem” employee. If Trent did not record any oral warnings or written reprimands in her record, this is another fact that he needs to consider. He has to record the exact times and dates that he has spoken to Ms. Smith about her attitudes and performance. Additionally, he has to provide specific and objective facts in her employee file to prove that

Managers must also develop a budget that meets the company’s financial disposition and is feasible to incorporate into the overall operating budget. This technique depends on managers playing a larger role in the design of the planned increase, which can foster subjectivity in how it is applied, if it is not though out fully. The fact that more training is required on how to recognize compensable factors from evaluations, performance indicators and their role in the decision-making process is an advantage for the organization but can lead to unfair assessments and inequitable issues that associate with employees compensated differently, if the rationale is faulty.

Performance appraisals are used in business today as a means of providing critical feedback to employees on their performance in the workplace. In a global environment, particular care needs to be exercised to ensure the message delivered and received by employees is sensitive to the cultural differences between the parties. This document will be discussing a situation where unintended consequences arose during a performance appraisal. The document will provide for a synopsis of the case study, background information, and some of the strengths and weaknesses of the performance appraisal. A review of if the situation could have been avoided and should the supervisor have anticipated the employee reaction will also be discussed. Finally, a review of culture sensitivity in performance evaluations will be analyzed and to determine if the interaction style between the parties was the reason for the ultimate outcome.

To establish Remuneration practices taking into account relevant external compensation levels and internal fairness knowing that the remuneration is also determined by the capacity of the Company to improve its productivity”