You are the vice president of
a human resources department and Susan has been your executive assistant for
one (1) year. She effectively completes her given assignments, sometimes ahead
of schedule. Susan has a welcoming personality and is commended on her
willingness to help when asked. As a result of her efficiency, Susan often has
spare time on her hands.
In several conversations, you
have spoken with Susan about taking a proactive stance and involving herself in
the business to increase her knowledge base. You have suggested she attend
strategic planning meetings, shadow other Business Partners, and take
professional development courses geared towards human resources.
Susan has not incorporated any of these suggestions.
The organization promotes and
encourages employee development and has a requirement of 24 professional
development (PD) hours for each employee per annual review cycle. As VP
of the department, you have offered to mentor Susan; yet she has not taken
advantage of the offer. Given Susan’s capabilities and potential, you want to
mutually establish future performance goals and developmental opportunities to
enhance her effectiveness and maximize her organizational contributions.
Susan’s professional
appearance and interaction with co-workers is superb. When asked to
complete a task, she fulfills the assignment willingly and with very few
errors. She is well liked and respected by her peers. She has
impeccable oral and written communication skills. Overall, you are pleased with
her performance but want to see Susan take initiative to seek out tasks to
complete rather than waiting to be told what to do.
As the VP of HR, you have been
tasked with a two part assignment. In part one of this assignment you will
explain the importance of performance appraisals, analyze the essential
elements which should be included and describe how performance appraisals can
be used to promote employee growth. In part two of this assignment you will
create a performance appraisal for Susan.
Your paper should be 8-10
pages in length incorporating both parts I and II. You can either design
a performance appraisal document or use an existing template. The
performance appraisal should be no more than 3 pages of the total page count
for the assignment. Be sure your paper addresses all of the following
components:
Part I: Importance of
Performance Appraisals:
·
Explain how performance
appraisals can be used as part of employee development.
·
Explain why rankings are given
to employees and the advantages and disadvantages of including rankings.
·
Address why organizations
should deliver appraisals in a timely manner to employees.
·
Discuss the advantages and
disadvantages of three different types of performance appraisals. Make a
recommendation of which type of performance appraisal is most appropriate for
Susan.
·
Provide suggestions on how the
manager can give feedback on a continual basis to the employee to encourage
continual development.
Part II: Susan’s Performance
Evaluation
As the VP of HR, you are
providing Susan with feedback on these areas and suggesting ways to develop in
the areas where she is not meeting expectations as outlined in the scenario.
The performance appraisal directly ties to compensation increases. The
appraisal should highlight achievements over the past year; while addressing
expectations and setting goals moving forward.
The performance evaluation
should address the following areas:
Professional Development
Job performance
Communication – internal and external
Professional Demeanor
Working relationships
Compensation recommendations
