Managing Employee Performance Assignment Paper

Primary Task Response: Within the Discussion Board area, write 400-600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions with your classmates. Be substantive and clear, and use examples to reinforce your ideas.

Library Assignment

The human resources department of Matrix International Corporation (MIC) has recently hired you to revamp its performance appraisal system. The present performance appraisal system has not been reviewed for over 7 years. Even senior leadership at Matrix is concerned with the problems and potential inequities of this system. In fact, they have heard so many complaints about the performance appraisals from employees that they wonder if there is any value in conducting them at all. Complete the following:

Discuss how focusing on the importance and value of performance appraisals can initiate a change at Matrix that will lead to organizational improvements.
Address the meaning of performance appraisals and why job analyses and accurate job descriptions are critical to a performance appraisal process.

Managing employee performance

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Part 1.

A current and well updated performance appraisal is a valuable tool for any matrix organization since it presents an effective evaluation method. To be more precise, an outdated performance appraisal is an ineffective evaluation that can reduce the moral of the personnel while offering an ambiguous awareness of staff roles within the organization. Managing Employee Performance Assignment Paper  The implication is that an updated performance appraisal can improve personnel morale while definition staff roles. In addition, an updated system makes it easier for management and personnel to support and buy into the system and objectives thus improving its capacity to achieve the desired success. Besides that, an updated system has practical implications through helping the organization as an employer to effectively evaluate its personnel in an effective and constructive manner. This is achieved through clear corporate structures and job descriptions that are matched to project and functional performance. This information can then be used in resource management, knowing where to allocate personnel to achieve the best project and functional outcomes, such as improving financial profits while reducing losses. Additionally, an updated performance appraisal has a constructive effect on human resource management through positively contributing towards personnel development. This occurs by identify the specific areas in which each personnel should improve thus making it easier to achieve targeted improvements (Bowerman & Van Wart, 2015). Overall, an updated performance appraisal presents four benefits. Firstly, it has a positive effect on the work behavior of individual personnel through affecting their retention, performance, attendance and organization decisions. Secondly, it increases effectiveness at the organization level. Thirdly, it facilitates communication and socialization. Finally, it enhances the organization’s perceived legitimacy towards external and internal constituencies (Crawley, Swailes & Walsh, 2013). In this respect, performance appraisal is a practical aid that human resource management in matrix organizations can apply to constructively and successfully evaluate personnel.

Part 2.

Performance appraisal is a structured tool that is directed at evaluating the performance of personnel. This is intended to achieve two objectives. The first objective is to create and present an accurate measure for assessing individual level performance on the job. The second objective is to create a system that measures performance to advance the organization’s operational functions that include facilitating staff performance, communicating organizational objectives, compensation policy, and personnel decisions. The performance appraisal process is heavily reliant on job analyses and accurate job description that determine the performance dimensions. This is based on the awareness that a job is a constrained, structured and routinized function based on training definitions and/or machinery requirements.

Through defining the job, it is possible to apply judgment in identifying the more important aspects of the job that could revolve around financial profits and losses, environmental damage, response to emergencies, and units produced. As a consequence, it becomes that describing job performance for appraisal is not an obvious and straightforward process (Plunkett, Allen & Attner, 2013). Even for the simplest jobs such as manning the gate and cleaning, appraisal would require a description of the job with the description used alongside inference and judgment (from data collection on skills required and tasks performed, observations and interviews). It is important to note that job analyses and accurate job description is of greater importance in the appraisal of technical and complex jobs that include unobservable cognitive, amorphous and fragmented activities. Also, job analyses and accurate job description reflect organizational judgments and values as well as independent constellation of performance requirements and job tasks that allow for objective job appraisals that do not imply absence of human judgment, but rather the absence of inappropriate and irrelevant judgment (Barney & Hesterly, 2014).

References

Barney, J. & Hesterly, W. (2014). Strategic management and competitive advantage concepts and cases. London: Pearson Education Limited.

Bowerman, K. & Van Wart, M. (2015). The business of leadership: an introduction. New York, NY: Routledge.

Crawley, E., Swailes, S. & Walsh, D. (2013). Introduction to international human resource management. Oxford: Oxford University Press.

Plunkett, W., Allen, G. & Attner, R. (2013). Management: meeting and exceeding customer expectations (10^th ed.). Mason, OH: South-Western Cengage Learning.  Managing Employee Performance Assignment Paper