Benefits of performance appraisal systems

Optimal results of a well-prepared and well-delivered performance appraisal

I present the optimal results of a well-prepared and well-delivered performance appraisal that It promotes the better understanding of the role of the employee (Performance appraisal). It gives the better understanding of the personal strengths and weaknesses. It Identify development the requirements of the employee. It establishes the common ground between employee and supervisor. It Increases the communication. It provides an employee with opportunity for the self reflection and the individual goal setting. It helps an employee internalize norms, culture and values of organization. It assists in the variety of personnel decisions

Pre appraisal activities that ensure there are performance appraisal processes that are beneficial to the employee and the company
I recommend the pre appraisal activities that ensure there are performance appraisal processes that are beneficial to the employee and the company are Goal, Reliable and consistent, Practical and simple format. Regular and routine, Participatory and open

Post appraisal activities that ensure there are performance appraisal processes that are beneficial to the employee and the company
I recommend the post appraisal activities that ensure there are performance appraisal processes that are beneficial to the employee and the company are Rewards, Relevance and responsiveness, Commitment

What can go wrong when giving feedback?

I illustrate that feedback must be timely otherwise the feedback is timely; this loses its utility and can have just limited influence on the performance. If the feedback is personal then it usually rejected with the contempt & eventually de-motivates employee.

Steps that a manager might take when delivering a performance appraisal for optimal value
I discuss the steps that a manager might take when delivering a performance appraisal for optimal value are establishing standards and measure, Communicating job expectations, Planning, Monitoring performance, Appraising, Feedback, Decision making, Development of performance

Evaluation of Team
Summarize research on effectively assessing team performance
I summarise that the team performance measurement builds the platform for the problem solving. This allows the organizations for developing the structured process for the accountability and continuous improvement (Measuring Team Performance). Team performance measurement process shows the management results of the team performance so that the management may trust that the teams are doing right things.

Strategy for the company to adopt to assess team performance

I recommend that when the measurement system of the team captures its strategy as this aligns with strategy of the organization, the management may have confidence in measurement process. For achieving this alignment, business strategy requires for being well articulated by the management and communicated in such a way which is meaningful to team. The effectively communicated business strategy has the tremendous power because this creates a channel through which company strategy, team strategy and measures of the team performance may be aligned.

Differences between evaluating team performance and individual performance

I illustrate that difference between the team performance and the individual performance, is that the success of the team depends on every individual doing their part for propelling the whole (night789).

Concept of Succession Planning

Reasons for adopting succession planning
I present the reasons for adopting succession planning is that it is the process where the organization ensures that the employees have been recruited and developed for filling every key role within company (http://humanresources.about.com). Through our succession planning process, we can recruit superior employees, develop their skills, knowledge & abilities and prepare them for the advancement into the ever more challenging roles.

How succession planning can be used by the given company

I discuss that to actively pursuing the succession planning which ensures that the employees are constantly developed for filling every needed role. As our organization expands, the loses key employees, provides the promotional opportunities and increases the sales, our succession planning guarantees that we have employees on hand ready & waiting for filling new roles.

Succession planning process for the company

I illustrate that the best practice organizations make succession planning the integral corporate process after exhibiting the link between the succession planning and the overall business strategy (FULMER, 2002). The human resources is responsible for tools and processes associated with the successful succession planning. The technology plays vital role in succession planning process.

Summary
In this report I have prepared the strategy to maximize the use of human resources. I pointed out many issues which must be covered as part of the human resources presentation. In this presentation I have explain benefits of performance appraisal systems, evaluation of teams, and concept of succession planning.

References
(n.d.). Retrieved May 11th, 2011, from http://humanresources.about.com: http://humanresources.about.com/od/glossarys/g/successionplan.htm

FULMER, R. (2002). Succession planning grooms firms for success.

Measuring Team Performance. (n.d.). Retrieved May 11th, 2011, from http://media.wiley.com/product_data/excerpt/92/07879456/0787945692.pdf : http://media.wiley.com/product_data/excerpt/92/07879456/0787945692.pdf

night789. (n.d.). Team Performance Appraisal System.

Performance appraisal. (n.d.). Retrieved May 11th, 2011, from http://www.fao.org/docrep/w7505e/w7505e06.htm : http://www.fao.org/docrep/w7505e/w7505e06.htm