Performance Appraisals Performance management is the process through which an or

ID: 470415 • Letter: P

Question

Performance Appraisals Performance management is the process through which an organization increases the degree to which employees' work contributes to accomplishing strategic goals. Discussions of performance management usually include training and developing employees so they have the KSAs to perform their work effectively, performance appraisal so they can obtain clear feedback on the effectiveness of their work, and compensation that carefully rewards employee work that contributes strategically. At eGS, each aspect of performance management is addressed by separate practices Option 1 Cost: $0.00 No Performance Appraisal options Option 2 Cost: $60,000.00 Ensure that eGS's performance appraisal instruments meet the standard of business necessity by customizing evaluation criteria to eGS's strategic goals and values as well as linking essential job functions in job descriptions to performance criteria in appraisals Option 3 Cost: $75,000.00 Train managers on effective ways to conduct performance appraisals, to avoid rating errors and biases, to give performance feedback daily, and to provide coaching on performance problems. option 4 Cost: $15,000.00 Include effectiveness of appraisals in managers' performance criteria Option 5 Cost: $45,000.00 Verify that employees are being evaluated fairly and objectively by comparing written appraisals with other measures of performance Option 6 Cost: $20,000.00 Link penalties (financial and postings on eGS's portal) to employee errors or deficiencies rather than use the time-consuming process of progressive discipline. Penalties send a stronger message, change behavior faster, and encourage problem employees to leave the organization Option 7 Cost: $30,000.00 Use results-oriented appraisals that focus both employees and managers on the impact of employees' work, rather than on less relevant features, consequently, employee results tend to improve, with greater contribution to strategic goals Option 8 Cost: $45,000.00 Schedule appraisals on a regular basis to ensure that employees receive the attention, feedback, and coaching involved in an appraisal with at least predictable frequency, even if it isn't often enough to be ideal Option 9 Cost: $25,000.00 Since many employees don't like to have their performance scrutinized and evaluated by anyone, only conduct performance appraisals with those likely to welcome the experience. This will save managers' time and a variety of costs

Explanation / Answer

Option

Rank ( 1= worst option, 9 = Best option)

Reasons

Option 1

No performance appraisal is not beneficial in the long term.

Option 2

This evaluation criteria is as per the current business needs of the organization and hence it is most effective.

Option 3

Training the managers to conduct performance appraisal will increase efficiency and reduce error.

Option 4

In this way, managers can also be aligned to the strategy of the organization.

Option 5

Just verifying that the employees are evaluated properly is not going to improve their performances in best possible ways.

Option 6

Imposing penalties (negative motivation) is one of the worst possible ways of evaluation.

Option 7

Using result oriented appraisal for both employee and manager is very holistic and introduces a sense of responsibility in both manager’s and employee’s mind.

Option 8

Appraisal with least possible frequency could be ideal for the organization. Employees should given performance feedback on continuous basic by their managers but should be formally appraised on less frequent basis. This gives freedom of performance.

Option 9

Only evaluating the employees who welcome evaluation is going to put a bad precedence for the company for not putting uniform evaluation criteria in place.