BUS 303 Week 4 Assignment, Performance Appraisal Paper 1 (04 Pages with References)

BUS 303 Week 4 Assignment, Performance Appraisal Paper 1 (04 Pages with References) Performance Appraisal [WLOs: 1, 2, 3] [CLOs: 1, 2, 4, 5] A performance appraisal is a regular review of employee job performance and contribution to organizational objectives. In many cases, performance appraisals are conducted at the end of the year to evaluate employee performance, as well as set performance for the next year. For this assignment, you will evaluate another function of HR and management and its contribution to effective performance management. Prior to beginning work on this assignment, read the article Adapting the Performance Appraisal Process to Meet the Needs of the Modern Workplace (Links to an external site.)Links to an external site.. In your paper, • Discuss how performance appraisals are a function of HR and management. • Analyze the basic components of an effective performance appraisal. o Explain how performance appraisals can contribute to organizational goals and objectives. • Explain the advantages of performance appraisals and how they contribute to effective training and development. • Explain potential forms of discrimination based on labor laws and regulations when conducting a performance appraisal. For additional support with completing this assignment, please refer to the following tools: • Finding HR Journals in the AU Library (Links to an external site.)Links to an external site.. This tip sheet will support you in researching through the Ashford University Library. • What Is CRAAP: A Guide to Evaluating Web Sources (Links to an external site.)Links to an external site.. This will assist you in determining the reliability of an HR website. • Scholarly and Popular Resources(1) (Links to an external site.)Links to an external site..This tutorial explains the differences between scholarly and popular resources. • Human Resource Research With FindIt@AU (Links to an external site.)Links to an external site.. This tip sheet will support you in researching through the Ashford University Library. The Performance Appraisal paper • Must be two to three double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center’s APA Style (Links to an external site.)Links to an external site. • Must include a separate title page with the following: o Title of paper o Student’s name o Course name and number o Instructor’s name o Date submitted For further assistance with the formatting and the title page, refer to APA Formatting for Word 2013 (Links to an external site.)Links to an external site.. • Must include an introduction and conclusion paragraph. o For assistance on writing Introductions & Conclusions (Links to an external site.)Links to an external site., refer to the Ashford Writing Center resources. • Must use at least two scholarly, peer-reviewed, or credible sources in addition to the course text. o The Scholarly, Peer Reviewed, and Other Credible Sources (Links to an external site.)Links to an external site. table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment. • Must document any information used from sources in APA style as outlined in the Ashford Writing Center’s Citing Within Your Paper (Links to an external site.)Links to an external site. • Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center. See the Formatting Your References List (Links to an external site.)Links to an external site. resource in the Ashford Writing Center for specifications. Performance Appraisal Susan Hill Business 303 Instructor: Leah Westerman February 9, 2019 Performance appraisal, employees have a love hate relationship with them. That is something I can speak to personally. Employees like getting the feedback but hate the anticipation of waiting to receive one. Each year hundreds of thousands of employees wait to receive their review on their work for the past year. But what all does go in to creating a fair and appropriate appraisal? Human Resources Managers need to make sure that a supervisor are trained in completing and giving the necessary feedback in an appraisal, positive or negative. Some of other components that HRM need to do to make sure for an appraisal meets all criteria are organizations standards, training and development aspects of employees, goals and mission statement of the organization and including employer/employee laws and regulations. Performance reviews take a lot of work to create and do each year. It is HRM job to make sure they are effective. Human resources has one of the biggest jobs when comes to a performance appraisal. The HRM are the ones that create the appraisal from start to end. Their role is to design the format that is going to be used for the organization. For HRM to be able to create an easy and effective appraisal form they need to meet with the heads of departments, review job descriptions and job duties of the organization. Once that has been done and that it is agreed on that it measures employee’s knowledge, skills and abilities of their job. With an effective appraisal form created, HR needs to make sure that staff are trained on what is expected. This allows for complete transparency. HR need to make they understand that appraisals are done not to downgrade or insult anyone but help individuals set realistic goals and expectations for themselves and work towards it (Junej, 2019). Performance appraisals can also be used in other functional areas of HR, they can be used to identifying, recruiting, selecting talent, training needs and knowledge gaps, fair compensation and reward distribution practices (Youssef, 2015). One of the main things that performance appraisal forms can be used for is making sure employees are meeting organizational goals and objectives. Some components of a performance appraisal that make it effective the design, measurement, assessment, and management of an effective performance appraisal system. This allows for a continuous performance improvement at both the individual and organizational levels (Youssef, 2015). There are four key areas that HRM need to look at for effective performance appraisal to work include employee productivity, attitudes, behaviors and team performance. Employee productive can make or break an organization. So, normally this is the most prominent section and performance appraisal. To be able to measure this correctly HR must understand the employees core set of functions, duties, and responsibilities. Employee attitudes and behaviors are one of the harder areas to assess. Employees attitude can have an significate effect on their work and performance appraisal. HR can set up and create effective tools to help manage negative and positive attitudes and behaviors in the work place. Last aspect that can be looked out is team performance, HR will help set up a way to be able to evaluate this on an employee to make sure it is fair. These four key components are set up in manner that are straight forward in design and assessing an employee at their job. Performance appraisals are done in a manner to be able to measure an employee’s value for the organization. HR needs to make sure that they include basic functions and the format in which it is going to be presented to the employee on behalf of the organization. The functions that should be included are: (1) to provide adequate feedback, (2) to serve as a basis for modifying or changing behavior toward more effective working habits; (3) to provide data to managers with which they may judge future job assignments and compensation (Levinson, 1976). These with the four components should create a well formatted performance appraisal. Now HR need to figure out what format will best suit the organization to use. Formats that can be chosen for creating a performance appraisal are 360-feedback method, using up to five perspectives. The second method is the graphic rating scale method, is an absolute performance appraisal method that lists all the criteria associated with the job. Lastly is the behaviorally anchored rating scale, each of the points on the scoring scale is anchored with specific behavioral descriptions for what constitutes performance at that level (Youssef, 2015). There can be many advantages in getting and receiving an effective performance appraisal. There is a reason that employers evaluate an employee’s job performance. This allows employer to know who a benefit to the organization is, where can the organization or employee possibility to improve. These are ways to find if the organizations objectives are being meet. “Performance management is ongoing. It involves a never-ending process of setting goals and objectives, observing performance, and giving and receiving ongoing coaching and feedback.” (Cappelli & Conyon, 2018). Some other advantages to a performance appraisal are job development, HR is able to measure to see if organizational goals are meet and what employee is doing to help contribute to them. By using these HR is able to help the organization meet their goals. By providing a positive aspect it can build morale, excitement toward a career path, and help employee set up expectations for themselves. A positive appraisal can help retain valuable and effective employees. Along with the positive aspects of a performance appraisal, there is negative side to them, also. HR can do their best to create a positive work environment, but it take understanding of the laws and working with the organization. Discrimination can come in many forms in a work environment and there been law sent into place to make sure that it doesn’t happen. The hard part is HR making sure that other employees stereotyping, or personal bias don’t create a negative environment or have any effect on a employee’s performance appraisal. Some of the laws that have been created for such this are Equal Employment Opportunity Commissions (EEOC). This was set up to make sure that all laws and rights were being meet by the organization and employees. This makes sure that there is not any employment discrimination happening within a cooperation which is part of the Title VII (Youssef, 2015). Over the years there has been many acts and laws put into place to protect the employee from different types of discrimination. One of the other major laws/acts that have been put into place is he Americans with Disabilities Act (ADA). This act prohibits discrimination against disabled employees who are otherwise qualified (Youssef, 2015). Performance appraisals need to do in a clear and understand manner for employees to understand and employers to adhere to and are within the EEOC laws, if an employer is not following these standards and laws they can be held accountable for any actions. To make sure performance appraisals are effective there needs to be constructive feedback and clear goals set for employee. If an performance appraisal is used effectively, it can be a positive for the organization and employee to have and use. Performance appraisals planning play a dynamic function in HR and management. The components that go in to make sure that is helps the employee and organization are extensive. An performance appraisal has planned out just right can excite the employee to keep on track. Performance appraisals should be based on fact, work behaviors and the attitudes of an employee. The feedback and the delivery of the performance appraisal must be clear and concise. HR needs to always make sure that employees and organization are being protected by following the laws set forth. Cappelli, P., & Conyon, M. J. (2018). What Do Performance Appraisals Do? ILR Review, 71(1), 88–116. Juneja, P (2019) Role of HR in Performance Appraisals. Retrieved from: Levinson, Harry (July 1976). Appraisal of What Performance?. Retrieved from: Youssef, C. (2015). Human resource management (2nd ed.). Retrieved from