Introduction
SEIIC relies on the knowledge and skills of its employees to be successful. Without its human capital. The company has little to offer its customers. SEIIC has been having trouble in meeting customer service expectations and is experiencing problems with retaining some of its most valuable employees. SEIIC must evaluate training and development, performance and career management to retain employees, and improve customer satisfaction.
Training
Employee training is a crucial need in the workplace. Based on our readings from Cascio, 2015 training is defined as programs that’s created to improve performance at individual, group, and/or organizational levels. When performance is improved; employees’ behaviors and attitudes also
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Design measurements of team effectiveness based on the objectives from step 2, evaluate the effectiveness of the team training, and use this information to guide future team training.
“First, individual skills are a necessary, but not sufficient, condition for effective team performance. Second, managers of effective work groups tend to monitor the performance of their team members regularly, and they provide frequent feedback to them.” (Cascio, 2015, p. 299).
Performance Management
Performance management requires the willingness and commitment to focus on improving performance at the level of the individual or team every day/ “Cascio, 2015, p. 354). Performance appraisals plays a key role in performance management as it is a judgment and feedback process. Cascio, 2015 states that appraisal serve two purposes which are:
• Improve employees work performance by helping them realize their full potential in carrying out their organizations missions.
• Provide information to employees and managers for use in making work-related decisions.
It is important that SEIIC give their team members appraisals to help not only the organization, but the team member as well. To add appraisals, do the
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Management by objectives is one method which is “a well-known process of managing that relies on goal setting to establish objectives for the organization as a whole, for each department, for each manager within each department, and for each employee. MBO is not a measure of employee behavior. Rather, it is a measure of each employee 's contribution to the success of the organization.” (Cascio, 2015, p. 338). Another method to the results-oriented approach is work planning and review. This method differs from MBO method “it places greater emphasis on the periodic review of work plans by both supervisor and subordinate to identify goals attained, problems encountered, and the need for training.” (Cascio, 2015, p. 338). SEIIC has retention issues and as they strive to improve those levels and revamp the organization I would suggest they use the behavior-oriented approach. This would give HRM several methods to use under the appraisal umbrella which could be beneficial in the long run. Therefore, once employee retention has improved, and the company is more appealing in the market, the company could then look at results-oriented
The Four-Stage Team Performance Model & The Drexler/Sibbet High Performance Model. The exploration of the two models will show an interesting relationship when compared and contrasted. Both can increase competency levels in team building. The models are the Drexler/Sibbet Team Performance model (Human Performance Strategies) and the Four Stage Team Performance model (Developing Management Skills).
In order to attract new employees; sales profits and production will play a major part in recruiting top managers to execute a plan in the next 3 years that will need to involve a quality management performance base pay. The first performance metric that should be tracked is the customer satisfaction score, this will help improve the sales profits. Customer satisfaction score should be measured internally and externally by doing so it will help the organization identify where changes are needed. The next metric is productivity; Weave Tech wants to offer some new quality products that attract more than just military customers. In order to launch a new product, the organization should determine the cost per unit and determine the output cost as well. If these metrics are met the organization will have no problem attracting and retaining new employees. (Ops, 2012) Dealing with the firing and hiring of new employees can become expensive as well detrimental to the morale of the company. Having an employee satisfaction score card can help the organization determine employee needs and overall feelings about the organization. Collecting a survey on things that matter to their employees will give the organization an idea of their needs which will help improve production. (Ops,
Performance appraisal system serves as a tool to assess employees’ performance and helps to plan and measure the organization’s goals accomplishment. Luthy (1998) suggested that “individual contributions must be based on clear direction, personal planning, individual and team assignments, and well-articulated knowledge, skills, and personal attributes”, to give employees expectations to meet and information that establish the organization performance standard.
147). Although the main objective of a performance appraisal is to evaluate employee’s work performance, performance appraisals are also important for organizations because they reflect the effectiveness and efficiency of achieving organizational goals and objectives. Youssef (2015) stated “Organizations use performance appraisals for many purposes including, managing employees’ salaries, wages, and pay adjustments and providing performance feedback for employees and communicating points of strength and weaknesses. Performance appraisals are also used by management to determine job placement decisions such as promotions, demotions, and transfers and to justify employee disciplinary actions such as termination or dismissal” (pp. 149-150). The performance appraisal effectively measures employee’s skills and accomplishments as well as provides constructive feedback to enhance performance and to help promote employee professional growth. Performance appraisals should not, however, be considered the manager’s only communicating tool. Open lines of communication throughout the year develop effective working relations between managers and employees thus making the annual appraisal easier and more effective for
Finally, the timing of appraisals could be rectified by implementing quarterly performance appraisal instead of annual ones. Having managers meet with employees more frequently may enhance individual performance by giving employees the feedback they need to improve. Also, increased appraisal may result in more accurate evaluations because it is easier to recall specific performance indicators after 3 months versus after 12
The good procedure of performance appraisal system in an organisation can completely change the enterprise from the “good effort environment to the results- driven climate”. “ if the company going to survive, let alone prevail, in the competitive climate that all face, performance appraisal, more than any other approach, has the power to generate incredible and sustained change throughout the orgnaisation. More than management development of performance appraisal can focus the attention of stakeholders which is the key for the enterprise to survive. The major culture and serious changes can be driven very easily if the enterprise look at their performance appraisal system”. Cited in Gunnigle et al (2006, p.208).
Performance Appraisals are integrative assessment tools which are advantageous to organizational effectiveness. The administrators of the performance appraisals usually are managers or human resource professionals. Making sure the appraisal tool is valid, reliable, standardized, and appropriate for the position is only part of the process. Unfortunately it’s not uncommon for employees to be in the dark regarding their performance, or areas of weakness, if a lack of communication exists. The ability to be proactive with one’s employees is where I feel the success lies. “Research shows that managers with poor communication or interpersonal skills are often the downfall of a company's otherwise sound performance management program (“Setting up a performance management system”, 1999). Communication skills are of high importance when communicating scoring results and giving constructive feedback. When constructive feedback is handled professionally and with empathy, employees build trust and are more eager to improve on areas of weakness. Training, workshops, and shadowing others can help with both weaknesses and strengths. The performance appraisal tool can provide insight into strengths that can be of importance to the organization. Strengths can be honed in on, and often an employee can be an asset within another position or department within the organization.
Performance appraisal is perceived by most as a tool to reward or penalize employees for their good or bad work respectively by the end of a year. This notion is a challenge in itself to deal with. The whole exercise becomes dull for both supervisors and their subordinates and they tend to look at it as an additional responsibility which they have to finish. In the end, there is little or no value addition for either the employee or the organization. There are, however, better ways of looking at and conducting performance appraisals. It can give much needed feedback to both performers and laggards to improve upon and if done properly can even boost their motivation. More importantly, they provide a chance to employees to have a say in their goal setting and thus aligning it with the departmental and organizational goals. Also, the process itself has a value in team making.
Thus, performance appraisal aims at providing a broader base for decision making on personnel matters, and focuses on total performance of the employees on her/his work and work place.
Extraordinary performances from these individuals will replicate on the overall organizational performance. Therefore, it is important for firms to engage in employee skill improvement schemes. It is essential to build a high-performance corporate culture in improving individual and organizational performance. Many organizations have faltered in their aspirations for the simple fact that their overall ambitions have not been consistent with their employees’ goals and objectives. Often, the main goal of the employees is to get their job done with little discretion of the company’s revenues, which is the overall organizational goal. A conflict of interests in terms of organizational objectives and individual goals has led to failure of many businesses. In fact, firms have improved their performances after aligning their goals to be consistent with their staff members’ overall organizational profitability. Furthermore, it is important to get in place a good motivation system. In order to extract good performances from employees, it is essential to motivate them.
The performance appraisal system used by our organization is done annually. The purpose of the review is for employee as well as manager, to aptitude performance from the past year relating to the specific responsibilities and objective of that employee. This gives the opportunity for managers to give feedback on the strengths and development areas that are summarized from that previous year. Employees must also use this opportunity to give feedback on how they can best perform and develop themselves. This
In conclusion, a performance appraisal can enhance your relationship with employees, improve overall performance for your organization, and enhance employee-manager communication a bonus for customer and work relationships. Performance appraisal is important to help with assessing the employee job performance and being aware of the strengths and weaknesses of the employee. It’s a way of knowing if training was effective at the onset of the first year of employment. With job appraisals in place guarantees the employer made the right decision in hiring the
Although performance is a major objective at top organizations, successfully addressing poor performance is also a key focus. Although many employees feel or dread performance appraisals they are directed to enforce clarity with individual employees day-to-day work-load, performance appraisals develops responsibility while making employees accountable for performance expectations, reinforces future career planning, helps the organization with determining training needs, and provides a stem of documentation for legality purposes. Performance management in detail is much broader than many employers, and employees assume and necessitates so much more. Proficient appraisals should represent a summary of on-going dialogue. Focusing only on an annual performance evaluation leads to misrepresentation of the performance management process in its
...organizational annual pay and grading reviews, Performance appraisals generally review each individual's performance against objectives and standards for the trading year, agreed at the previous appraisal meeting. Performance appraisals are also essential for career and succession planning - for individuals, crucial jobs, and for the organization as a whole. Performance appraisals are important for staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff. Performance appraisals provide a formal, recorded, regular review of an individual's performance, and a plan for future development.
Strategic human resource management incorporates providing ways to help all employees grow for both themselves and the company. One way management helps individuals succeed is through conducting performance appraisals. A performance appraisal is used to evaluate an employee, by the form of communication, on how he or she is performing their job and establishing a plan for improvement. Performance appraisals are used for many reasons, but the main goal should be to promote a healthy change in an employee’s behavior and performance. Increasing an employee’s personal growth benefits both the individual and the organization. Other uses of performance evaluations are for promotions, pay increases, and personal goal achievements. A meaningful performance