Question
This is the beauty and the beastly situation at aerospace designs’ marketing
department case and the questions is what evidence does this case provide for
formulating and implementing a systematic approach to performance appraisal?
Expert Answer
Anonymous answered this712 answers
Organizations should create appraisal systems that allow employees to show off
their skills. It's critical to have a method that allows directors to evaluate execution
using target metrics, so that a manager can distinguish between basic human
resource concerns and operational concerns.There are several actions that should
be followed in order to create and implement a strategic approach to performance
evaluation.
•The very first phase in the appraisal procedure is to ensure that performance criteria
are met based on hierarchical goals and expected duties. To keep the exhibition's
regulations and locations under control, employees and managers must collaborate.
•The second part involves informing staff about the criteria. In the case, Peter Sloley
did not explicitly state what was required of Claire prior to assigning her to the task.
She couldn't have done the job properly because she had no experience working in
the department, so she did what they thought was best. Claire would be less
perplexed if she knew what she was supposed to do, and the goals would have been
met. Furthermore, when the criteria are disclosed to the staff, they make every
attempt to improve their performance to meet or exceed the stated criteria.
•Measuring Actual Performance is the third step, and it can be done in a variety of
ways, including statistical reports, individual interviews, official statements, reflective
journals, and so on. Personal observation was used to assess the situation in this
case.
• Then there's the comparing of actual performance to benchmarks. Claire is aware
of the tasks she must do and the standards she must fulfill, and this is based on
training or appropriate courses that Defence Designs should have designed and
enrolled Claire in prior to her assignment to the post. She would also have a clear
understanding of her role in the organization, but only when she was failing, which
she had to do because she was given no instructions on how to fulfill the
assignment. With this in mind, Claire's performance will be compared to preset
benchmarks to establish her rank among the staff.
•Employees are then evaluated based on their potential for advancement and
growth.
•After all of this, the conclusions of the report should have been addressed with
Claire, but Peter was unable to do so due to unforeseen circumstances, so Marco
gave Claire the appraisal. This should not have happened because he had not
appraised her, and Peter had been given enough opportunity to do so but had
rejected. The report was expected to be given to the person who was in charge.
•Last but not least, one must take appropriate measures. The performance appraisal
process is only beneficial if corrective action is taken based on the reports.
Mentoring, counselling, admonishment, refresher training, assignments, coaching,
and other forms of corrective action are examples of this type of corrective action.
Claire received training towards the end of it all for failing at her work, but this
training was something she needed from the beginning.