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5/16/2021 Week 4 - Assignment Week 4 - Assignment Due Monday by 11:59pm Points 11 Submitting an external tool î©£ Mark as done Performance Appraisal [WLOs: 1, 2, 3] [CLOs: 1, 2, 4, 5] A performance appraisal is a regular review of employee job performance and contribution to organizational objectives. In many cases, performance appraisals are conducted at the end of the year to evaluate employee performance, as well as set performance for the next year. For this assignment, you will evaluate another function of HR and management and its contribution to effective performance management. Prior to beginning work on this assignment, read the article Adapting the Performance Appraisal Process to Meet the Needs of the Modern Workplace ( appraisal-process-to-meet-the-needs-of-the-modern-workplace/#103012f35342) .
In your paper, Discuss how performance appraisals are a function of HR and management. Analyze the basic components of an effective performance appraisal. Explain how performance appraisals can contribute to organizational goals and objectives. Explain the advantages of performance appraisals and how they contribute to effective training and development. Explain potential forms of discrimination based on labor laws and regulations when conducting a performance appraisal.
For additional support with completing this assignment, please refer to the following tools: Finding HR Journals in the UAGC Library ( b6db4f703d4e/1/Locating%20HR%20JOURNALS.pdf) . This tip sheet will support you in researching through the University of Arizona Global Campus Library. What Is CRAAP: A Guide to Evaluating Web Sources ( 242d91015f8d/1/CRAAP%20accessible.pdf) . This will assist you in determining the reliability of an HR website. Scholarly and Popular Resources(1) ( mediaspace kaltura com/media/Scholarly+and+Popular+Resources%281%29/0 ue1i 5/16/2021 Week 4 - Assignment ( .
This tutorial explains the differences between scholarly and popular resources. Human Resource Research With Library OneSearch ( . This tip sheet will support you in researching through the University of Arizona Global Campus Library. The Performance Appraisal paper Must be two to three double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the Writing Center’s APA Style ( resource. Must include a separate title page with the following: Title of paper Student’s name Course name and number Instructor’s name Date submitted For further assistance with the formatting and the title page, refer to APA Formatting for Word 2013 ( .
Must include an introduction and conclusion paragraph. For assistance on writing Introductions & Conclusions ( , refer to the Writing Center resources. Must use at least two scholarly, peer-reviewed, or credible sources in addition to the course text. The Scholarly, Peer Reviewed, and Other Credible Sources ( table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor.
Your instructor has the final say about the appropriateness of a specific source for a particular assignment. Must document any information used from sources in APA style as outlined in the Writing Center’s Citing Within Your Paper ( paper) guide. Must include a separate references page that is formatted according to APA style as outlined in the Writing Center. See the Formatting Your References List ( resource in the Writing Center for specifications. 5/16/2021 Week 4 - Assignment This tool needs to be loaded in a new browser window Carefully review the Grading Rubric ( for the criteria that will be used to evaluate your assignment.
Waypoint Assignment Submission The assignments in this course will be submitted to Waypoint. Please refer to the instructions below to submit your assignment. 1. Click on the Assignment Submission button below. The Waypoint "Student Dashboard" will open in a new browser window.
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Confirm that your assignment was successfully submitted by viewing the appropriate week's assignment tab in Waypoint. For more detailed instructions, refer to the Waypoint Tutorial ( ff53b3cc3794/1/Waypoint%20Tutorial.pdf) . Load Week 4 - Assignment in a new window 5/16/2021 Week 4 - Assignment MKT/574 v1 Strategic Marketing Plan MKT/574 v1 Strategic Marketing Plan Part C: Market Strategy, Marketing Channels, Implementation, and Monitoring (Due in Wk 6) New Target Markets Determine any new markets for your strategy and describe how you will provide value to each target market. Marketing Mix for New Target Markets Determine adaptions for each new target market. · Products · Price · Distribution · Traditional Promotion · Online Promotion Marketing Implementation Create the implementation for your marketing plan.
Describe how you will organize and implement the plan, such as whether it will be organized by market, geography, and who is responsible for marketing decisions. Marketing Communication Channels Evaluate the marketing communication channels you will use to reach selected audiences. Include Internet and traditional communication channels to convey key messages. Describe the advantages and disadvantages of each channel you select. Insert or remove rows as needed.
Channel Target Market Advantages Disadvantages Example: Direct mail Middle class residential Can include coupons Expense and low return rate for given product Strategic Actions Develop specific activities required to implement the marketing plan. Identify the person or role who will be responsible for each action, when it will be complete, and what standard or metric indicate that the activity is complete. Insert or remove rows as needed. Action Date for Completion Person/Role Responsible Standard/Metric Example: Design flyer for direct mail campaign 1/1/2021 J. Smith, graphic designer Approval by senior marketing team and legal Monitoring Develop the measurement to identify how you know you have been successful for each strategic action.
Specify the measures to track performance against goals. Identify standard reports from your online and traditional marketing efforts. Insert or remove rows as needed. Action Target Person Responsible Inter-measurement Example: Direct mail flyer 1100 new inquiries Western regional manager 500 new inquiries first month of campaign
Paper for above instructions
Title: The Importance of Performance Appraisals in Human Resource ManagementIntroduction
Performance appraisals serve as a cornerstone of human resource management, playing a crucial role in assessing and enhancing employee performance within an organization. Through structured evaluations, companies can align individual contributions with organizational goals, thereby fostering a culture of continual improvement. This paper will discuss the various functions of performance appraisals, analyze their basic components, and examine their advantages alongside potential risks, particularly concerning discrimination based on labor laws and regulations.
The Role of Performance Appraisals in HR and Management
Performance appraisals are primarily functions of human resources that involve the systematic evaluation of employee performance. They assist in creating structured channels for feedback, which not only benefits employees but also aligns their goals with the organizational mission (Becker & Huselid, 2006). According to Murphy and Cleveland (1995), the appraisal process can foster communication between employees and management, enhancing engagement and satisfaction.
In HR management, performance appraisals help identify employees' strengths and weaknesses, which forms the basis for personal development plans (Gerhart & Rynes, 2003). This aspect is vital for fostering career advancement and talent retention, leading to improved organizational performance. Additionally, performance appraisals provide a format for establishing accountability, enabling manageable growth trajectories for employees.
Basic Components of Effective Performance Appraisals
An effective performance appraisal system includes several key components:
1. Criteria Development: Clear and measurable criteria for evaluation must be established to ensure that appraisals are objective rather than subjective (Aguinis, 2009). Each employee should understand what is expected of them and how their success will be measured.
2. Regular Intervals: Conducting evaluations on a consistent schedule—annually, biannually, or quarterly—plays a critical role in reinforcing employee accountability (Sonnenfeld & Nohria, 2002).
3. Multi-Source Feedback: Incorporating feedback from different stakeholders, including peers, supervisors, and subordinates, can offer a well-rounded perspective on an employee’s performance (Eisenberger, Jones, Stinglhamber, Shen, & Diefendorff, 2005).
4. Developmental Discussions: Appraisals should include constructive discussions that lead to actionable development plans tailored to the employees' career goals (Bacqué & Sintomer, 2017).
5. Documentation: Keeping thorough records of the appraisal process aids in tracking employee performance over time and serves as legal protection for the organization (Mayer, 2009).
Contribution to Organizational Goals and Objectives
Performance appraisals contribute significantly to organizational goals by linking individual performance with broader company objectives. Organizations utilize performance appraisals to identify and develop talent that aligns with strategic priorities (Kahn, 1996). This ensures that employees not only contribute positively to their immediate teams but also push forward the overall mission of the organization.
Effective appraisals can lead to better job satisfaction and morale among employees, which is often reflected in improved productivity, lower turnover rates, and higher overall organizational performance (Grote, 2011). For example, clear communication of goals and expectations encourages employees to strive towards these targets, making performance appraisals crucial in fostering a high-performance culture.
Advantages of Performance Appraisals
The advantages of performance appraisals extend beyond mere evaluation. Some key benefits include:
1. Enhanced Training and Development: Appraisals identify skill gaps and areas for improvement, allowing organizations to tailor their training programs effectively (Noe, Hollenbeck, Gerhart, & Wright, 2003).
2. Clarification of Expectations: Regular reviews create a structured framework for communication between employees and management, delineating clear operational parameters (Grubb, 2001).
3. Legal Protection: A systematic approach to performance appraisals helps organizations defend against legal challenges by providing documented evidence of performance management decisions (Rosen, 2000).
4. Performance Motivation: Providing constructive feedback serves as an intrinsic motivator for employees, encouraging them to meet or exceed performance standards (Ryan & Deci, 2000).
5. Organizational Learning: Analyzing performance appraisal data helps organizations identify broad trends within the workforce and influences strategic decisions (Dessler, 2013).
Potential Forms of Discrimination
Despite the benefits, several challenges accompany performance appraisals. One of the most pressing concerns involves the potential for discrimination, which can manifest due to biases in the evaluation process. According to the Equal Employment Opportunity Commission (EEOC), employers must be cautious to avoid discriminatory practices that may unwittingly favor or disadvantage specific groups based on age, gender, race, or disability status (EEOC, 2020).
Legal frameworks, such as the Americans with Disabilities Act (ADA) and Title VII of the Civil Rights Act, underscore the importance of equity in employee evaluations. Organizations must ensure that their performance appraisal systems undergo regular reviews to detect and mitigate any forms of discrimination, thus complying with legal standards and promoting an inclusive workplace (Bennett-Alexander & Hartman, 2012).
Conclusion
Performance appraisals represent a critical element of human resource management that significantly influences the functioning and effectiveness of an organization. By providing structured feedback, aligning individual contributions with organizational goals, and highlighting areas for development, performance appraisals enhance workforce productivity and satisfaction. However, organizations must approach the appraisal process with sensitivity to potential biases and ensure compliance with labor laws to create a fair and equitable environment for all employees. Continuous improvement in appraisal methods will lead to a more talented and motivated workforce, ultimately driving organizational success.
References
1. Aguinis, H. (2009). Performance management. Pearson Prentice Hall.
2. Bacqué, M. & Sintomer, Y. (2017). The Role of Performance Appraisal in Employee Development: An Empirical Study. International Journal of Human Resource Studies, 7(1), 1-16.
3. Bennett-Alexander, D. D., & Hartman, L. P. (2012). Employment Law for Business. McGraw-Hill.
4. Becker, B. E., & Huselid, M. A. (2006). Strategic Human Resources Management: Where Do We Go From Here? Journal of Management, 32(6), 898-925.
5. Dessler, G. (2013). Human Resource Management. Pearson.
6. Eisenberger, R., Jones, J. R., Stinglhamber, M., Shen, J., & Diefendorff, J. M. (2005). Fostering Employee Engagement by Building a Culture of Intrinsic Motivation. Journal of Personality and Social Psychology, 100(3), 477-490.
7. Equal Employment Opportunity Commission (EEOC). (2020). Race/Color Discrimination. Retrieved from [EEOC.gov].
8. Gerhart, B., & Rynes, S. L. (2003). Compensation Strategy: Understanding the Behavioral Implications of Pay. Industrial Relations Research Association.
9. Grote, D. (2011). The Performance Appraisal Question and Answer Book. AMACOM.
10. Grubb, W. N. (2001). Honest Assessment: Performance Appraisal in Higher Education. Higher Education, 30(1), 1-19.