Assignment 12

Assignment No.
12
Discussion Questions
1. What are the major purposes of a performance management system? How do appraising,
coaching, promoting, and compensating employees fit into the system?
Performance management system helps us ensure that the firm has the necessary people,
with the right skills, and are in the right place to lead to desired levels of performance.
Coaching and training play a large part of this as it enables management the ability to
increase performance of these individuals to help reach overall firm performance goals.
2. What are some of the factors most frequently included on employee performance appraisal
forms? Why should most performance appraisal forms include space for supervisors to write
comments about the employee being evaluated?
Some of the factors that are included are how to communicate the performance appraisal,
the guidance of evaluating the employees the performance and how to coordinate the
performance appraisal. The performance appraisal form should contain a space where
supervisors are to write their comment because through the performance appraisal, the job
performance of employees are evaluated and documented. A supervisor does a work of
evaluating employees based on their performance and writes the comments on either the
strength or weakness of an employee after an objective evaluation. The supervisor knows the
regular performance of employees in the workplace and hence is entrusted with the duty to
write a comment on employees daily performance after daily e valuation. This reflects the
productivity of the employee. In most cases, employees are under management of
supervisors. The supervisors are thus obligated to monitor the behaviors of employees during
the workplace. This makes supervisors to bare the confidential report or information about
the employees and this information is needed in the appraisal form.
3. What are the benefits and drawbacks of using peer ratings, 360-degree evaluations, or an
employee self-rating approach?
The benefits are improved feedback from more sources, team development,
personal and organizational performance development, responsibility for career development,
reduced discrimination risk, improved customer service and training needs assessment. The
drawbacks are exceptional expectations for the process, design process downfall, failure to
connect the process, insufficient information, focus on negative and weaknesses and ratter
inexperience and ineffectiveness
4. What are the characteristics of effective performance feedback?

Objectives should be clear, Data should be valid and reliable, Performance criteria should
be well defined, Economical and less time consuming, Should initiate follow up
5. What are some of the challenges involved in measuring and documenting employee
performance?
Lack of alignment, lack of measurements, Leadership and management commitment,

managing of the performance system, managing poor performance.
6. Describe the major components of an appraisal meeting. What are some of the challenges
that can arise during this type of meeting?
The supervisor should begin by stating that the overall purpose of the appraisal meeting is
to let employees know how they are doing. The supervisor should give positive feedback for
good performance, emphasize strengths the employee can build on, and identify performance
aspects that need improvement. When handled poorly, appraisal meetings can lead to
considerable resentment and misunderstanding. The conflict that develops may be
irreparable.
7. Outline a coaching program for an employee who exhibits unsatisfactory behaviors. How
will your program meet the needs of both the organization and the employee?
Supervisors should serve as coaches in the conduct of their daily activities. During the
performance appraisal process, supervisors should provide employees with information,
instruction, and suggestions relating to their job assignments and performance. Supervisors
can use a coaching approach to prepare high-performing employees for greater responsibility
as well as to improve the performance of all employees. Ongoing employee skill
development is essential. Based on the performance appraisal, the coach develops a plan for
improvement. Specific improvement goals are set. The employee receives instruction and is
given an opportunity to practice. The coach provides feedback and encouragement.
8. What are the benefits and challenges of a promotion from- within policy?
Promoting from within a company boosts morale and helps keep productivity high. New
employees can see the potential for growth. If your employees know there is a potential
career path within the organization, you are less likely to lose promising staff to another
organization.
9. What are the advantages and disadvantages of promotion based on seniority?

Advantages: guaranteed promotions and benefits and job security
Disadvantage: rewarding performance and slow career growth.
10. Explain the following statement: “Wage increases should be based solely on performance
measures.” How does the supervisor develop clear guidelines for determining who gets a
raise and how much they should get?
The more you work, the more salary you get. Supervisor should have the output of
employee to see who works more to determine their salary.

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Assignment No.

4. What are the characteristics of effective performance feedback?

Lack of alignment, lack of measurements, Leadership and management commitment,

9. What are the advantages and disadvantages of promotion based on seniority?

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