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Performance Management Module: Critical Thinking Critical Thinking: Case Study
Performance Management Module: Critical Thinking Critical Thinking: Case Study
Performance Management Module: Critical Thinking Critical Thinking: Case Study
Performance management
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Introduction
improper form for conducting performance evaluation is used in the firm. All these lacking
employees. With the help of this system employees are given projects and they are suggested to
improve their lacking areas. With the help of a performance review system employees are
motivated to grow in their performance. A performance review process that is conducted once a
year is known as the annual performance review program. Technological innovation and practice
Inc evaluates the performance of its employees on annual basis (Dean & Dean, 2019).
Advantages: employees and managers are not supposed to arrange meetings on regular
basis there is relaxation to conduct a meeting and take performance review once a year. The
annual performance review system provides broad access to information as the data about a
whole year is saved or recorded and can be accessed by any manager if any changes in the
management team occur in that specific year. Performance can be quantified easily. Employees
are motivated to give better performance and show progress over time. The annual review
performance review system. Another drawback of this approach is a time issue. When feedback
is not conducted quickly it is not effective. To make the review process effective and useful it
should be conducted twice a year or even more. Review processes do not account for
collaboration and teamwork. The annual performance review process limits agility. When
employees are not given feedback quickly they are unable to decide their goals and objective for
Regarding the evaluation process, the performance review period is an important point of
annually or quarterly. It is not good to conduct a performance review once a year. Because
conducting a review after an era is not sufficient to discuss performance issues of employees.
People often value frequent feedback on their performance. Employees are often curious to get
practice Inc should arrange formal sit-down reviews on a semi-annual basis. A 360-degree
feedback system should be used. It is the process of collecting information from performance
touch points from all around. This system enables employees to get feedback about their
performance and let them set their goals and objectives accordingly.
Information about the performance of employees is collected with the help of a form
which is mostly administrated online. Then with the help of collected data, the improvement
factors regarding employees' performance are also suggested. Based on this information news
tasks and activities are assigned to employees. So while setting the performance evaluation form
every important factor should be added for a complete evaluation. A good performance
evaluation form contains basic information about employees. This section includes information
about job title, position and roles of employees. A second important component is the objectives
and standards; this section includes a summary of the job activities of employees. Then come
behavioural indicators, major achievements and contribution of the employee in the growth of a
firm. Development needs, plans and goals should also be added in the form. Performance
touchpoints and comment section should also be added and at last space for signature should be
given. These are components of a basic performance evaluation form (Luz Yolanda Toro Suarez,
2015).
Current performance evaluation form used by technological innovation and practice Inc
The current performance assessment form of technological innovation and practice Inc is
lacking in useful components. The form contains only three factors and there is no space for
comments or suggestions but the assessment form contains a Likert-type scale to rate the
performance of employees. The current performance evaluation form assesses the performance
Employees are not allowed to give feedback about fellow employees but the feedback about the
performance of the workforce is taken from management only. Employees are only present for
the meeting and cannot provide any rebuttal if they do not agree with the rating given.
method. In the feedback process or evaluation, process employees should also be included. The
performance evaluation form of the firm should also be enhanced by adding every important
factor. The form should be added with basic information of employees, decision-making skills
management, and relationships with fellow employees should be added in the form. Any scale
for measuring the performance can be used. With every section or assessment point space for
comments should be given. Employees and managers should be allowed to give comments on
performance.
employees and performance can be appraised if evaluated and assessed. When the performance
of employees is assessed properly and they are appreciated or suggested accordingly it motivates
them to give their best performance. Performance assessment is an aspect of the performance
When after being assessed an employee receives constructive criticism that is a mixture of
feedback is been discussed with employees usually accept it and incorporate ideas. They show a
desire to improve their performance and grow in their job-related activities. Feedback often helps
employees devising their plans and achieving organizational goals. When performance
performance.
Conclusions
To keep employees motivated and to keep their performance aligned with job task a
proper performance management system should be adopted by the firm. A performance review
system is a process of evaluating or assessing the performance of employees. With the help of
this system employees are given projects and they are suggested to improve their lacking areas.
Companies should arrange formal sit-down reviews on a semi-annual basis. Information about
the performance of employees is collected with the help of a form which is mostly administrated
online. Employees and managers should be allowed to give comments on the performance of
fellow employees. Performance evaluation is one of the important aspects of the operations of
HR departments. Performance management help employees creating plans, and appreciation and
constructive feedback motivate them to work hard and give their best performance.
References
Dean, J., & Dean, J. (2019). The performance management process. Implementing Performance
https://www.dropbox.com/s/rq2hq1gwmxfaw93/Performance_Management
%2C_4th_Edition %288%29.pdf?dl=0
Nickson, D. (2020). Performance management and appraisal. Human Resource Management for