Case Study 105 Pointsin January Of 2020 You Were Hired As The Hr Di ✓ Solved

Case Study (105 points) In January of 2020, you were hired as the HR Director by your close friend, the President of Technological Innovation and Practice, Inc. Technological Innovation and Practice, Inc. is a large, growing information technology company that serves businesses around the globe. Currently, the company employs over 40 full-time IT professionals, 15 customer service agents, and 11 administrative assistants. In February of 2020, the company projected that by January of 2021, it would employ over 480 full-time professionals. While the organization has a strong employee handbook in place, the performance management system is lacking.

It appears that performance appraisals have been conducted once a year; however, employees often feel shocked by their appraisal. Scenario Mohammed, who has worked for the organization since its inception, has explained that the formal meetings, which take place annually, are problematic. He has informed you that upper-level management provides feedback to employees; however, employees are not allowed to contribute during the feedback process. In fact, Mohammed stated that employees are only present for the meeting and cannot provide any rebuttal if they do not agree with the rating given. Furthermore, the assessment used does not allow for comments and only utilizes a four-point Likert-type scale.

In the assessment, all employees, regardless of position/roles and responsibilities, are assessed based upon three factors: (1) communication, (2) problem-solving abilities, and (3) ability to work with teammates. Based upon the information provided by Mohammed, address the following: · What are the benefits and drawbacks associated with the annual performance review process, as it currently stands? What recommendations would you make to improve the annual performance review process? · What information should be considered when creating a strong performance evaluation form? What are some of the issues associated with the current form? What recommendations would you make to improve the current performance appraisal form?

Why? · What is the relationship between an organization’s annual performance review process/evaluation assessment and employee motivation? Ensure to integrate sufficient support from scholarly resources throughout the assignment. Use suitable headings and subheadings to organize the work in an appropriate manner. Be sure to support your statements with logic and argument, citing any sources referenced. Your well-written paper should meet the following requirements: · Be 6 pages in length, which does not include the title page, abstract, or required reference page, · Use APA style guidelines. · Support your submission with course material concepts, principles, and theories from the textbook and at least two scholarly, peer-reviewed journal articles.

Personal and Social Development Scenarios Scenario 1 In an upcoming lesson in third grade, you will be addressing state standards related to listening and speaking (e.g., gaining the floor in respectful ways, listening to others with care, speaking one at a time about the topics and texts under discussion). How would you encourage parents/guardians to support this standard outside of the classroom? Scenario 2 James, an African American student, is very successful in your class and has been on the honor roll for the past three quarters. His family is concerned with his abilities to socialize with peers of various cultural backgrounds. How can you support the families in your classroom in embracing cultural identity’s role in a student’s personal and social development?

Scenario 3 Recently, a concerned parent brings to your attention that a poll was taken on social media, and students in your class nominated Jenna as the “biggest loser.†How can you best communicate your school’s policy on cyberbullying, your plan to address the concern at school, and how can parents address it in the home? Scenario 4 For the past few weeks, you have noticed that several cliques have developed in your classroom and there are many students being left out of social activities in and out of the classroom. There are beginning to be tensions rising between two of the cliques. How can you encourage inclusion, and explain to parents how they can support you from home? Scenario 5 At the beginning of the school year, you notice that several of your sixth graders are wearing the same brand of Nike shoes.

A few days later, you overhear a few of these students mocking another student for not having these same shoes. The next week, the student being teased comes to school in the Nike shoes. How can you address peer pressure within your classroom and encourage parents to support the concept from home?

Paper for above instructions

Introduction

In January 2020, I was appointed as the HR Director for Technological Innovation and Practice, Inc., a burgeoning IT company experiencing substantial growth. Almost immediately, it became apparent that the annual performance appraisal system was failing to engage employees and adequately assess their contributions. This paper discusses the deficiencies in the current performance review system, its implications on employee motivation, and provides actionable recommendations aimed at creating a fair and effective performance management paradigm.

Benefits and Drawbacks of the Current Performance Review Process

Benefits

1. Standardized Assessments: The annual review process ensures a consistent framework whereby all employees are evaluated based on the same criteria. This uniformity is crucial in a growing organization to avoid bias (Petersen et al., 2019).
2. Scheduled Feedback: Having formal meeting times helps employees to prepare for evaluations, creating a structured timeline and a certain level of accountability (Aguinis, 2019).

Drawbacks

1. Lack of Employee Participation: As Mohammed revealed, employees are unable to provide feedback or rebuttal during the evaluation meetings. This lack of participation can foster resentment and alienation among employees, undermining motivation (Mone & London, 2018).
2. Inflexibility of the Assessment Criteria: The current evaluation criteria—limited to communication, problem-solving abilities, and teamwork—overlooks other vital aspects such as technical skills, leadership qualities, and individual goals (Smith, 2020).
3. Surprising Appraisals: The practice of yearly reviews may lead to ‘shock’ reactions from employees, as feedback provided may have been accumulated and not communicated effectively throughout the year, damaging trust (Culbert, 2019).

Recommendations

1. Implement Continuous Feedback Mechanisms: Shift to a system that encourages ongoing feedback instead of relying solely on an annual review. Monthly or quarterly check-ins can facilitate real-time discussions about performance, ensuring issues and recognitions occur in a timely manner (Brewster et al., 2016).
2. Training for Managers: Equip upper management with the training necessary to conduct performance reviews more effectively, including coaching techniques that promote open dialogue (DeNisi & Williams, 2018).
3. Employee Involvement: Create opportunities for employees to provide input on their performance assessments. Guided self-assessments encourage employees to reflect on their achievements and challenges in preparation for the review (Pulakos et al., 2019).

Creating a Strong Performance Evaluation Form

Content Considerations

When crafting a robust evaluation form, several factors must be considered:
1. Comprehensive Criteria: Include a broader range of competencies such as leadership, technical skills, and personal development, which better captures an employee's overall performance (Smither et al., 2016).
2. Open-Ended Feedback Sections: Provide sections for comments, allowing reviewers to elaborate on strengths and areas for improvement. This makes the evaluation more personalized (Bannister & Balkin, 2020).

Issues with the Current Form

1. Simplicity of the Rating Scale: A four-point Likert-type scale oversimplifies performance ratings and does not allow for nuanced feedback. Employees may feel rated without understanding the rationale behind their scores (Berkley & Hsu, 2020).
2. Uniform Criteria: The same criteria are applied to diverse roles, which may not accurately reflect individual contributions. Different employees should have customized appraisals (Fletcher et al., 2019).

Recommendations

1. Diversified Rating Scales: Introduce a multi-faceted scale that allows for multiple ratings within a performance domain, enabling deeper insights into employee strengths and weaknesses (Gordon, 2020).
2. Customize Evaluation Forms: Develop role-specific evaluation forms that align with the key responsibilities of varying positions, allowing for a fairer assessment process (Cascio & Aguinis, 2020).

The Relationship Between Performance Reviews and Employee Motivation

The performance review system profoundly influences employee motivation and engagement. A poorly designed appraisal can lead to disillusionment and decreased productivity (Locke & Latham, 2019). Conversely, a constructive feedback mechanism can enhance career development and align employees with organizational goals, ultimately driving motivation (Danielson, 2019).

Understanding Connection

1. Feedback as a Motivational Tool: Employees who receive constructive feedback are more likely to feel invested in their work and committed to the organization (Bakker et al., 2020). Ensuring evaluations highlight achievements while also addressing areas for development maintains motivation.
2. Transparency and Trust: Including employees in evaluations fosters an atmosphere of transparency. When employees feel recognized and valued, motivation levels rise, leading to reduced turnover rates and overall enhanced organizational performance (Shuck et al., 2016).
3. Goal Alignment: A performance appraisal system should be also aligned with personal and organizational objectives. Employees motivated to attain their goals will be more engaged in the performance management process (Bauman, 2018).

Conclusion

The performance management system at Technological Innovation and Practice, Inc. needs considerable reform to drive employee engagement and motivation. By introducing continuous feedback mechanisms, training for managers, and a more robust evaluation form, the company can foster a culture of transparency and inclusivity. Creating an efficient appraisal system will benefit the organization as it grows and expand.
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References

1. Aguinis, H. (2019). Performance Management for Dummies. John Wiley & Sons.
2. Bauman, A. (2018). The Link Between Motivation and Performance Management. Organizational Behavior, 35(2), 205-222.
3. Bannister, B. D., & Balkin, D. B. (2020). Performance Appraisal: A Manager’s Guide to Best Practices. Business Horizons.
4. Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing Human Resource Management. Routledge.
5. Cascio, W. F., & Aguinis, H. (2020). Applied Psychology in Human Resource Management. Routledge.
6. Culbert, S. A. (2019). Get Rid of the Performance Review: How Companies Can Stop Intimidating Employees. Harvard Business Review.
7. Danielson, C. (2019). Evaluation to Improve Teaching: Strategies for Use in Teacher Evaluation. ASCD.
8. DeNisi, A. S., & Williams, K. J. (2018). Performance Appraisal and Performance Management: A Multi-Level Perspective. Annual Review of Organizational Psychology and Organizational Behavior, 5(1), 1-27.
9. Fletcher, C., Wood, A., & Hirst, L. (2019). Performance Appraisal and Feedback: A Review of the Literature. International Journal of Human Resource Management, 30(1), 85-107.
10. Gordon, J. R. (2020). Understanding Performance Management Systems: A Comprehensive Approach. Management Review Quarterly, 70(1), 57-77.