CLEANED Assignment 1 Lasa 2 Employee Development And Perform

CLEANED Assignment 1 Lasa 2 Employee Development And Performance Appraisalsu

As the vice president of a human resources department, you are tasked with preparing a comprehensive report addressing two key components related to employee development and performance appraisal. Your report must include an analysis of the importance of performance appraisals, their role in employee development, and the different types of appraisals, along with a tailored performance evaluation for an exemplary employee, Susan.

Part I: Importance of Performance Appraisals

Begin by explaining how performance appraisals serve as a critical component of employee development. Discuss the ways in which appraisals can be used not only for evaluation but also as a tool for fostering growth, motivation, and professional enhancement. Address the rationale behind providing employee rankings, highlighting both the advantages—such as identifying top talent and motivating performance—and disadvantages—including potential resentment or unhealthy competition.

Elaborate on the importance of delivering performance appraisals in a timely manner, emphasizing how prompt feedback supports continuous improvement, aligns expectations, and contributes to organizational agility. Examine three different types of performance appraisals—such as traditional annual reviews, 360-degree feedback, and management by objectives (MBO)—discussing the pros and cons of each in relation to employee development and organizational needs.

Make a recommendation about which appraisal type is most suitable for Susan, considering her current performance, potential for growth, and the organizational context. Finally, propose strategies for managers to provide ongoing, constructive feedback to employees to foster continual development outside formal appraisal cycles.

Part II: Susan’s Performance Evaluation

As the VP of HR, conduct a detailed performance appraisal for Susan, a valued executive assistant. Highlight her achievements over the past year, such as her efficiency, professionalism, communication skills, and peer respect. Address areas where she can improve, notably her proactive engagement, initiative in professional development, and involvement in strategic initiatives.

Address each of the following areas comprehensively:

• Professional Development: Identify opportunities and suggest specific professional growth activities tailored to Susan’s role and aspirations.
• Job Performance: Review her task completion, accuracy, and overall contribution to the team.
• Communication – Internal and External: Evaluate her oral and written communication skills and interactions with colleagues and stakeholders.
• Professional Demeanor: Comment on her appearance, attitude, and behavior in the workplace.
• Working Relationships: Assess her collaboration with peers and supervisors.
• Compensation Recommendations: Provide justified suggestions for salary adjustments based on her performance and potential.

The appraisal should be approximately three pages within the total 8-10 page report. It should include specific examples, constructive feedback, and clearly defined goals for future performance improvement. The overall tone should be professional, balanced, and forward-looking, aligning with organizational policies and standards.

References

• Aguinis, H. (2019). Performance Management (4th ed.). Chicago: Chicago Business Press.
• Bacal, R. (2017). Performance Management: Changing Behavior that Drives Organizational Effectiveness. San Francisco: Berrett-Koehler Publishers.
• DeNisi, A. S., & Pritchard, R. D. (2006). Performance appraisal, performance management, and improving individual performance: A motivational framework. Management and Organization Review, 2(2), 253-277.
• Fletcher, C. (2012). Appraisal and Feedback. In S. Zedeck (Ed.), APA Handbook of Industrial and Organizational Psychology, Vol. 2 (pp. 247-268). Washington, DC: American Psychological Association.
• Lepsinger, R., & Lucia, A. D. (2009). The Art and Science of 360 Degree Feedback. San Francisco: Pfeiffer.
• Milkovich, G. T., & Newman, J. M. (2019). Compensation (12th ed.). New York: McGraw-Hill Education.
• Pulakos, E. D. (2009). Performance Management: A New Approach for Driving Business Results. Alexandria, VA: SHRM Foundation.
• Shields, J., & Ward, G. (2011). Improving the Effectiveness of Employee Appraisals: A Review of Evaluation Methods. Human Resource Management Review, 21(2), 101-113.
• Werner, J. M., & DeSimone, R. L. (2020). Human Resource Development (7th ed.). Cengage Learning.
• Williams, M. L. (2018). Effective Performance Appraisals. Journal of Organizational Behavior, 39(4), 434-453.