Human Resource Assignment Writing Sample

Human Resource Assignment Writing

Instructions

The Employee Performance Review lists the behavioural competencies and job specific criteria against which you must rank yourself, and will be ranked by your immediate supervisor. organisation considers these performance factors to be critical to the success of personal, departmental and company goals.

In each section rate yourself according to the table below. Be sure to add comments, thoughts, and observations as these are important to the evaluation process. Once all data has been collected please submit to your immediate supervisor for review and for their evaluation. Please only fill out the section requiring employee evaluation. Once completed by your supervisor, a meeting will be scheduled to review the evaluation and determine objectives and goals for the upcoming performance period. Objectives and goals from the previous performance period will also be assessed at this time and will be factored into the performance review meeting. At the conclusion of the performance review meeting, both supervisor and employee will be required to sign and date the performance review with a copy to be given to the employee and one to be given to HR to be kept on the employee’s file.

Introduction

Part 1 Performance appraisal

• What is Performance Appraisal?

Performance appraisal is just the methodical review of an organization's work and awareness of the people's talents towards future success.According to MBA Assignment Expert A performance assessment commonly referred to as a yearly evaluation, product evaluation, or worker's surveys, examines a worker's abilities, accomplishments, progress, or absence of same (Apak et al., 2016). In theory, performance assessment is done in three ways:  first workers' remuneration is measured and compared to goals and priorities by management. The second one is the manager investigates all elements influencing workers' work efficiency. The third is that organizations are now in a condition to educate workers to be more productive.

• What are the aim and objectives of performance appraisal? 

The main aim of the performance appraisal is to motivate employees by providing them positive feedback for their performance contribution in business operations.

Performance assessment could be associated with the following objectives:

1. To preserve copies to calculate pay packages, pay structure, pay raises, and so on.
2. To identify workers' services and inadequacies now order to install the suitable workers in the appropriate jobs.
3. Maintaining and assessing a user's chance of succeeding and progress.
4. To offer workers constructive feedback & associated condition.
5. It acts as a foundation for affecting individuals' operating behaviors (Islami et al., 2018).
6. To evaluate and keep advertising as well as other development programs.

• Role of HR in performance appraisal?

HR play important role in staff creation and motivation assessment procedure. HR managers can sure that the new procedure is straightforward as well as quick. The HR team creates the system which means that an individual and organization's productivity may be graded about the relevant duties. It provides a clear and open structure for all employees to grasp. HR is responsible for informing every worker about the overall system (Islami et al., 2018). Managers must clarify to staff as appraisals aren't undertaken to disrespect anybody, but instead to establish performance targets for individuals. This provides an opportunity for workers to advance. Issues expressed by workers or supervisors must be addressed as quickly as feasible to provide the necessary help, education, or mentoring (Idowu 2017). The employers let workers know how well they're doing, that's a simple important aspect. Provide concrete instances to show them that they've been acknowledged. Employees perform better when they receive frequent feedback and suggestions.

• Why performance appraisal is important for any company? 

Performance evaluations are important for a company's and employee’s progress. Their contributions the secure in responsible if the employee is gainful or a burden. They assist the worker in defining the direction of their occupation. It is a crucial component of human resource administration. The Team spirit and pleasure in which the quality assessment session is a venue in which an individual is acknowledged about their outstanding work, so it is essential to consider a worker's effort (Idowu, 2017). Even though the worker has not achieved well, it is crucial to demonstrate that employer is concerned about their success and progress within the firm.By determining the necessity for training and development in which assessment meeting, the company might highlight the areas in which the worker needs to work. The worker can examine the information, reach an agreement with the business, and then design a training plan. The exercise will ensure the worker's performance and set the road for future betterment.

• What are the advantages and disadvantages of performance appraisal? 

This is stated that performance assessment is a contribution for the organization that may be acceptable by the following benefits: advancement that is performance appraisal assists managers in developing promotion plans for effective personnel. In this aspect, ineffective employees might be fired or punished if necessary. Remuneration where performance appraisals allow the development of worker pay levels. Performance evaluation allows for meritocracy. Performance appraisal attempts to assign a monetary value to an accomplishment (Alsuwaidi et al., 2018). Skills Development in which the structured technique of performance review supports directors in rising training programs and strategies. Select Confirmation where Performance appraisal supports executives inconsiderate the correctness and implication of the search strategy. Efficient interactions between staff and employers are critical for every firm. 

Disadvantages of performance appraisal are Susceptible to Discrimination-that many reviewers may deliver evaluation based on the total perception one gives. For example, an individual can be estimated highly overall parameters even if they simply performed well enough in a single category. The process is also inclined by the rater's prejudices and preconceptions. These situations occur when a person is underestimated due to gender, profession, favoritism, beauty, or ethnicityAlsuwaidi et al., 2018.Error, in Contrast, indicates that performance assessment is usually reliant on certain criteria; yet, when someone is graded deprived of considering the criteria into reflection, a contrast mistake develops. These can occur if the rater evaluates a workers current performance based on past performance (Al-Jedaia & Mehrez, 2020). Fault in Categorization happens when an appraiser ranks all inside a tight range since they believe the workers are on the same expected standard. Intensity vs. Leniency where evaluations need an examiner to reach an independent judgment about an organization's work. Error in Sampling occurs once an appraiser draws a choice based on a tiny proportion of a worker'spresentation. Regency And Predominant Errors where worker conducts just at opening and decision of an era of assessment capacity to influence the implementation. For example, a salesman's presentation changes depending on the period; it may be poor at times and great at others.

• What different types of methods are used in performance appraisal? Identify at least 3 

The majority of performance evaluations are the highest, which means that administrators assess their employees with no involvement from of the issue. However, there are other kinds:

1. Peer evaluation: A person's colleagues or team review overall competence. In the presentation review procedure, performance evaluation is a kind of response system. The technology is planned to track and improve work efficiency. This is frequently done by coworkers which are on a similar side. Administrators are not comprised in this kind of valuation method. Information and insight into employee perception (Lu et al., 2016).

2. Management by Objectives: Management by objective (MBO) is a form of evaluation in which both the employer and the employees collaborate to set targets for the staff to achieve within the business process. Following the establishment of a goal, both persons evaluate the employee's contribution in achieving the business objectives

3. Tried to negotiate evaluation:  A recent practice that employs a facilitator to try to minimize the confrontational aspect of performance appraisals by enabling a topic to explain initially (Lu et al., 2016). Before offering critique, consider whatever the person is doing well. That scheme is effective when there is a disagreement between superiors and subordinates.

• Process for performance appraisal? 

The Stages of the Performance Appraisal Process follows:-

o Performance standards criteria.
o Workers should be aware of their performance objectives.
o Real performance should be measured.
o Evaluate the evaluation with the worker.
o Conduct remedial measures when required.

• Best time to do performance appraisal? 

The best time to do a performance appraisal is in the third quarter of the fiscal year. It is a component of professional growth that includes frequent evaluations of workers' performance inside businesses.

• Do and Don’ts to ask in performance appraisal?

1. Pros: The method ensures that supervisors are still not overburdened within a short amount of time by distributing assessments evenly. Even though more time might be spent on each, assessments could be of superior value. Every worker is assessed after completing the full year of employmentandprovide them incentives and promotion (Lu, 2022).

2. Cons: Every single program operates for a whole year, creating management more difficult. It might be tough to make modifications to paperwork or procedures because it is hard to locate a convenient date and time for every worker (Al-Jedaia & Mehrez, 2020).Since information is continually changing, it is much more difficult to collect quality measures.

Part 2: Performance Appraisal of Marketing Manager

References

Al-Jedaia, Y., & Mehrez, A. (2020). The effect of performance appraisal on job performance in governmental sector: The mediating role of motivation. Management Science Letters, 10(9), 2077-2088. http://m.growingscience.com/beta/msl/3739-the-effect-of-performance-appraisal-on-job-performance-in-governmental-sector-the-mediating-role-of-motivation.html

Alsuwaidi, M., Alshurideh, M., Kurdi, B. A., & Salloum, S. A. (2020). Performance appraisal on employees’ motivation: A comprehensive analysis. In International Conference on Advanced Intelligent Systems and Informatics, pp. 681-693. https://www.sciencedirect.com/science/article/pii/S1877042816310540

Apak, S., Gümüş, S., Öner, G., & Gümüş, H. G. (2016). Performance appraisal and a field study. Procedia-Social and Behavioral Sciences, 229, 104-114. https://www.sciencedirect.com/science/article/pii/S1877042816310540

Idowu, A. (2017). Effectiveness of performance appraisal system and its effect on employee motivation. Nile Journal of Business and Economics, 3(5), 15-39.http://journal.nileuniversity.edu.ng/index.php/NileJBE/article/view/88/116

Islami, X., Mulolli, E., & Mustafa, N. (2018). Using Management by Objectives as a performance appraisal tool for employee satisfaction. Future Business Journal, 4(1), 94-108. https://www.sciencedirect.com/science/article/pii/S2314721016300275

Lu, H., Zhao, P., & Liu, S. (2021). Research on Performance Appraisal Method in Internet-based Working. In Journal of Physics: Conference Series (Vol. 1815, No. 1, p. 012003). IOP Publishing. https://iopscience.iop.org/article/10.1088/1742-6596/1815/1/012003/pdf

Witt, M. (2020). The process of an employee performance appraisal. In European Scientific Conference of Doctoral Students, p. 223. https://www.researchgate.net/profile/Florian-Steinbrenner-3/publication/350589636_Future_disruptive_trends_in_value-based_pricing_methods/links/612603401e95fe241af5ff4d/Future-disruptive-trends-in-value-based-pricing-methods.pdf#page=223