Sample Answer for HRM-635 Topic 6 DQ 2 Included After Question
Explain how the performance appraisal tool used within your respective organizations aligns with the organization’s strategic goals. Discuss how a performance management process relates to employee growth and development within their respective jobs.
A Sample Answer For the Assignment: HRM-635 Topic 6 DQ 2
Title: HRM-635 Topic 6 DQ 2
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The organization I work for has had an informal performance appraisal process with m specifically. Since I am still a graduate assistant, I have only had one experience with performance appraisals, and it was a discussion between me and the operations coordinator. The example from the textbook that is most similar to what I experienced is the critical incident method which is defined by Dessler (2019) as “the supervisor keeps a log of positive and negative examples (critical incidents) of a subordinate’s work-related behaviors” (p. 286). This aligns with the strategic goals of my organizations because our administrators want the employees to be independent workers with little micromanagement. With the continuous evaluation of process management employees will be able to change their work habits in real time and see the results of their changed actions without having a waiting period where they may forget how the process was going wrong.
References:
Dessler, G. (2019). Human resource management (16th ed.). Pearson Education.
Hello Gray,
Thank you for sharing with the class this week. Concerning the performance management process and its role in fostering employee growth and development, Dessler (2019) indicates that promotions are one of the methods utilized in performance management. During the promotion, employee growth is enhanced by ensuring that they are exposed to more challenging roles that hone their skills and competence. Equally, performance management offers development programs through which employees` soft skills are improved. It is also vital to note that performance management enhances confidence in the employees, which increases their readiness to assume new roles. For example, performance management enables employees to assume advanced roles in leadership and management. This enhances their ability to take part in decision-making for the benefit of the entire organization.
Reference
Dessler, G. (2019). Human resource management (16th ed.). Pearson Education.
I am new to management and haven’t had an opportunity to complete a yearly performance evaluation for my direct reports yet. But as a new manager, I am doing my best to conduct an ongoing process – review my employees’ attendance and their performance in association with their job description and organizational goals. After being a manager for six months, I have identified that some staff members were violating attendance policy and had an excessive number of sick calls. I have met with several employees to review their attendance. I have presented them with their attendance record and highlighted the number of their sick calls. We have reviewed the hospital’s policy and identified the need for improvement. For some of the employees, the decision was made to reach out to the disability office to get assistance to meet their medical needs. During a one-on-one with my employees, I make sure that we have a dialog, so the employee feels more comfortable discussing their concerns and we can be more realistic when setting their goals. Dessler highly recommends building a dialog rather than just giving orders to the employees (2020).
The performance management process has a direct influence on employee growth and development. This process allows to focus on employee development and encourages frequent and honest development conversations throughout the year (Rutgers University Human Resources, 2023). To ensure that development occurs consistently it is essential to continuously provide feedback and coaching. The performance management process is also crucial in aligning employee performance with organizational goals. It is a powerful tool that allows employees to see how their goals tie to the mission and vision of their organization.
References:
Dessler, G. (2020). Human Resource Management (16th ed.). Pearson/Prentice Hall. ISBN-13: 9780135172780
Rutgers University Human Resources. (2023). Performance Management Process. https://uhr.rutgers.edu/performance-management/home
Within my organization, the performance appraisal tools that are used are indivualized and utilized throughout the year but when performance reviews come around at the end of the year, to determine if you will receive a raise and how much that raise will be, it is based on peer average. Essentially this means that you focus on meeting your goals throughout the year but at the end of the year it is based on overall office results. If an employee’s year end quality number is 92% but the office combined quality is 78% then this is what everyone’s performance review will reflect. Although appraisals provide an opporunity to review the employee’s career plans in light of his or her strengths and weaknesses (Dessler, 2020), this is just it, you can tell your leader your career aspirations but depending on who you report to, you are mostly on your own. An efficient performance management can help with employee growth and development as employee’s receive continous guidance and support in their current role to help build their confidence and knowledge for future roles.
Dessler, G. (2020). Human resource management (16th ed.). Pearson/Prentice Hall. ISBN-13: 9780135172780
