Our Services

Get 15% Discount on your First Order

[rank_math_breadcrumb]

Sanders HRM 3303 Unit V DB and respond

Part 1 400 words

Performance appraisals are used to address performance concerns, promotions, pay increases, and productivity. So, why do you think some human resource (HR) professions/managers feel performance appraisals are no longer needed? Have performance appraisals lost relevance in today’s metric driven performance management organizations?

Part 2

Please respond this Discussion 200 words

Performance reviews have long been used as a review for how an employee is performing within their job and their overall contributions to the company. “When executed correctly, performance appraisals can pay off significantly. Among other things, they are capable of boosting employee morale and engagement, clarifying expectations, helping to get the best out of staff, and incentivizing hard work and dedication” (Hayes, 2023). These are typically done annually by a supervisor but there are different types that can be done. Self-assessment and peer assessment are examples of different types.

In theory performance appraisals seem to be good tools for HR to use but according to Newman a survey resulted in some very astounding statistics. “39 percent felt their performance goals weren’t clearly defined. 39 percent felt they didn’t know how their performance was evaluated. 45 percent didn’t believe their last performance review guided them on how to improve. 45 percent didn’t think the reviews could differentiate among good, average, and poor performers. 48 percent didn’t think doing a good job was recognized” (Newman, 2019). Employees that are not happy with performance appraisals are less likely to produce good work.

There are many reasons why companies are embracing new ways to implement performance appraisals. My company still utilizes annual performance appraisals. Honestly, by the time it rolls around I forget some important details. For example if I had some accomplishment in February, I will forget about it when January rolls around. Also, I fell like within a years time, I accomplished forenamed task and moved on. I feel a more accurate review should focus on current tasks with only slightly focusing on past highlights. According to Erin Posey with Benchmark One, “Only 27% of HR professionals think an annual performance review improves employees’ skills, knowledge, and abilities. Put that another way; 73% believe they are a waste of time and resources.”

Have performance appraisals lost relevance in today’s metric driven performance management organizations? I would say in some what, yes. Companies like Microsoft are “stepping away from traditional annual evaluations and embracing a more dynamic approach to performance reviews” (Häggström, 2024). Our textbook mentions “Pulse” as an alternative to performance appraisals. These are short surveys sent to employees on a weekly bases. This ensure a constant flow of feedback between employee and employer. Microsoft has utilized Connects. “The tech giant now champions regular “Connects” – check-ins between employees and managers – designed to delve into performance, career development, and alignment with company objectives. This strategy prioritizes timely feedback and aims to foster continuous employee growth” (Häggström, 2024). Bottom line, HR needs to create trust, balance, and an open line of communication with employees. Creating an environment employees can grow within.

References:

Häggström, L. (2024, January 15). Taking the pain out of appraisals: rethinking performance reviews – I by IMD. I by IMD.

Hayes, A. (2023, May 25). What is a Performance Appraisal. Investopedia.

Newman, B.G. J. (2019). Compensation (13th ed.). McGraw-Hill Higher Education (US).

Posey, E. (2017, April 19). 9 Reasons to Get Rid of the Annual Performance Review. BenchmarkONE.

Share This Post

Email
WhatsApp
Facebook
Twitter
LinkedIn
Pinterest
Reddit

Order a Similar Paper and get 15% Discount on your First Order

Related Questions

Discussion 4 MR

Discussion 4 First Post—Module 4 Read the following three articles: Are Incentives a Good Employee Motivator?  (2019).  Forbes. Retrieved from  Corporate Finance Institute. (n.d.).  What is the Fraud Triangle?  Retrieved from Tarallo, M. (2018). Paved with good intentions: How employee incentives can go awry.  HRNews. Available from ProQuest in the Trident Online

Human Resource

I need your help In 2017, I was offered a job to be the staffing coordinator at a previous job in a nursing facility. I declined the job three times, because not only was I afraid of rejection, but I also did not think I was a people person. My

respond to discussion 3MR

Respond to discussion As we see from the video, HMP Finance recommends employers to have generous paid-time-off policies. · If you were in charge of a business, what paid-time-off benefits would you implement to help retain and attract great employees? Why? · What would be the strengths and drawbacks of

CJ 201

Chapter 11 (201) Part A 1. In response to allegations of racial profiling (an abuse of discretion), a number of law enforcement agencies have adopted new policies and procedures to control traffic enforcement activities by their officers. Search the Internet for reports on racial profiling. Try key words “racial profiling” or “driving

Activity 2 ogl 550

You will need to read the following chapter (via the “BryteWave Course Materials” link in the left-hand menu) to complete this assignment: · CHAPTER 4 of Morgan, G. (2006). Learning and Self-Organization: Organizations as Brains. (Chapter 4, pp. 71-114). INSTRUCTIONS IN BRIEF: While reading CHAPTER 4 write up a total of TWO

Case study

Due Date: 11:59 pm EST Sunday of Unit 3 Points: 100 Overview: This case illustrates several ways in which Southwest Airlines utilizes the four main building blocks of competitive advantage: efficiency, customer responsiveness, innovation, and reliable quality. Instructions: You will need to review the Southwest Airlines case study at the

human resource

I NEED YOUR HELP 60 � June 2018 www.humancapitalonline.com ◆ CHANGE STRATEGY2 constantly change. The growing global competition, and, the rate of technological advancement foresees a continuing need for change. Change helps improve and increase productivity, which ultimately bolsters sales and the overall business of an enterprise. Hence, an organisation

human resource

I need your help This file is too large to display.View in new window

Module 2 550 activity 2

OGL 550 Organizations as Brains Morgan Ch. 4 Organizations as Brains Is it possible to design “learning organizations” that have the capacity to be flexile, resilient, and inventive as the functioning of the brain? Is it possible to distribute capacities for intelligence and control throughout an enterprise so that the

human resource

I need your help © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University. JWI 556 (1196) Page 1 of 8 JWI

DB wk 550

Module 1: Discussion Board on Applied Project Ideas Hello Leaders, Please complete this two-part assignment: · For part 1, after reviewing all of  the materials on the MODULE 1 ACTIVITY page, submit an initial post of at least 300 words addressing the points below. · For part 2, respond to 

wk 1 550

Mod 1 Reaction Paper (in 2 sheets)  · Due Monday by 11:59pm   You will need to read the following chapters (via the “BryteWave Course Materials” link in the left-hand menu) to complete this assignment. Then pick one of the assigned chapters for your write-up: · Chapter 2 (pp. 10 — 29) in

Human Resource Management

Managing Virtual and Global Teams This assignment gives you an opportunity to work with a group of peers to synthesize and apply what you have learned this term about effective virtual teams.  Your consulting report should be the original work of your team; the team may not use  papers or any part

Tesla Case Study

Due Date: 11:59 pm EST Sunday of Unit 2 Points: 100 Overview: In this assignment, you need to review the Tesla, Inc. case study. The case study describes the rise of Tesla Motors, an electric vehicle company founded in 2004 by electric inventor Martin Eberhard and South African innovator, Elon

Human Resources Management

Employee and Labor Relations  The purpose of this assignment is to strengthen your research skills, enhance your presentation skills, and expand your knowledge. You will need to research material beyond the class readings to investigate labor/employee relations at a specific organization. You will report your findings to the class in

In need of PowerPoint

Please finalize your Tik Tok PowerPoint to present with no less than 5 slides. Information to include but not limited to: -Tik Tok user data -How we can utilize to reach younger voters -Best days to post  -Time to post i have already started a little bit on there  -How

SLP3

Module 3 – SLP Employee Benefits: Continued You have been asked to give a 10-minute presentation to a college’s undergraduate HRM class. You have decided to use the following case scenario to spearhead the discussion. . An Attractive Benefits Package? Susan greeted Beutan, her next interview applicant. Beutan had an

Case 3

Module 3 – Case Employee Benefits: Continued Assignment Overview Today’s HR professionals are expected to measure the success or failure of HR practices based on the achievement of organizational outcomes. Brand identity, bottom-line profitability, employee job satisfaction, and increased management focus are all outcomes that can be achieved in part