Performance Appraisal System

This is not a paper and not a summary it a discussion board.

 Discussion Directions: When responding to other student posts, remember to post information that is factually correct, reflective and substantive. Compare your response to others by including, what was the same, what was different, why is your response different, etc.  Remember to use the points in the text, article(s), or from additional research to substantiate your posts.

o Respond to questions posted within week assigned.
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o Provided evidence that the student read the comments of others (requires posting on more than one date). o Provided constructive feedback.
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I need to reply to my professor, here are the questions she is asking:

The first one with my name is from my work I attached below that (=

What Performance Appraisal System Would You Develop for the Secretaries If You Were Rob Winchester? Defend Your Answer.

If I were Rob Winchester, I would use a 360-degree feedback appraisal system. This type of performance appraisal system works best by soliciting the inputs of all employees of all ranks (Dessler, 2020). The secretaries at Sweetwater U interact with many senior officials daily. As such, Rob Winchester can use the opinions of all employees from the top executive to the front line workers. Through this, Rob Winchester will receive anonymous feedback from all the workers and carefully look at the response about the secretaries.

Rob Winchester can train individuals who do not have experience in dealing with appraisal statements so that their analysis of the secretaries whom they interact with be based on employee personality or popularity. Other workers of lower ranks can be trained in ways of analyzing the quality of work of the secretaries, which is a very good way of getting information about the workers. Such an appraisal system gives a true reflection of what the secretaries are.

Without Doing Any Further Research Than What You Learned in This Chapter, What Other Steps Would You Suggest Uber Take to Improve Employee Retention?

For Uber to improve employee retention, it needs to create the right culture, offer training to employees, and pay employees well. To begin with, Uber should adopt an environment that seems attractive to employees and make them bond with the company (Dessler, 2020). If it adopts a culture of a strict workplace, then they should hire those workers who do not take matters casually.  Uber should also offer training to its employees. When workers are trained, they tend to be more loyal to the company and are likely to remain in the company for long.  Lastly, Uber needs to pay its employees well, as it will be difficult to retain employees if their pay is low.). I just need to answer the questions she asked.

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Jessica, I completely agree with your point about the company culture. By instilling a serious but supportive (and well compensated) culture, employees will feel empowered to contribute and commit themselves to giving to the company that has their back. Great post!

*Class – what is the definition of “well compensation” and is it a universal definition – why/why not? (This the question I have to answer)

&

(this question is related to Anthony L. post below that I have to reply. I attached what a student replied back to him but my professor wants me to answer the bold question.*)

Anthony,

I could be wrong, but I understood that that method was originally used, but the responses coming from the administrators were biased, as they knew their feedback was directly tied to salary raises (as well as the standards being unclear). Any suggestions on how to make this model work better given this situation? Overall, great post.

*Great question Jack…. class, , why/how do you think Sweetwater got in this situation in the first place?

THEN

I need to reply to THREE of my classmates:

Anthony L.

What performance appraisal system would you develop for the secretaries if you were Rob Winchester?  Defend your answer.

I would use the Graphic Rating Scale Method.  “The graphic rating scale is the simplest and most popular method for appraising performance” Dessler, G. (2020).  I feel as though this method is adaptable to any and all jobs and easily manipulated to be comprehensive and include all any and all job scopes.  Mr. Winchester would be able to utilize this method for the administration staff throughout the University.  As each department may have different tasks assigned the managers can create slightly different variances to encompass that particular team’s work in its entirety.

Without doing any further research than what you learned in this chapter, what other steps would you suggest Uber take to improve employee retention?

If management played a bigger role with their subordinates this might not have been such a big issue.  What I am referring too is more employee engagement.  While asking an employee where they see themselves in five years and opening up a dialogue of open communication between supervisor and subordinate they might have been able to identify these problems earlier on.   By identifying the issues the organization has they then could have more efficiently been able to start early interventions and at the very least slow the loss of employees down.

(example someone that replied to Anthony post=Anthony,

I could be wrong, but I understood that that method was originally used, but the responses coming from the administrators were biased, as they knew their feedback was directly tied to salary raises (as well as the standards being unclear). Any suggestions on how to make this model work better given this situation? Overall, great post.)

Crystal R

1. If I were Rob Winchester the performance appraisal system, I would develop for the secretaries would be the behaviorally anchored rating scale (BARS). The “behaviorally anchored rating system scale is an appraisal tool that anchors a numerical rating scale with specific illustrative examples of good or poor behavior (Dessler, p288).” BARS system would solve the problem and everyone would not be evaluated the same. An example of what the employee did to earn the rating would vary from person to person and make a more effective rating. Previously employees were just evaluated as excellent but there was no definition of what they did to deserve an excellent evaluation. By having guidelines and defining what each rating means employees will be evaluated fairly. I also agree that the monetary reward system should be removed and salary increase should be determined on some basis other than performance appraisal (Dessler,p 306)
2. In order to improve employee retention Uber has to evaluate the problem and answer the question,” What is making employees leave”. The best way to do this is through surveys and stay interviews. Giving employees attitude surveys will help get feedback on what needs to improve for both management and the employers. An exit survey, when an employee leaves, is also essential. Asking why did they decide to quit? What would they change about the job?” “How satisfied were you while working for us? Will help Uber better improve employee retention. Conducting stay interviews will also allow managers to speak face to face with an employer and improve any issues or concerns. Having mobility in a company also increases employee retention. It gives the employee a goal to achieve while working for the company.

(example someone that replied to Crystal post=Crystal, I like the idea of using the BARS system, because every secretary would be evaluated fairly and in an unbiased way. Do you think it would work with so many secretaries (over 250)?)

Jack F.

1. I considered recommending the paired comparison method, with which Rob can compare each secretary against the others for each individual trait, but with 250 secretaries, who don’t all necessarily do exactly the same things and for all the same people, it seems like this would be impractical. I would say the critical incident method would be best, as both positive and negative incidents are logged throughout the year and then evaluated in conjunction with counseling the employee. Then the judgement call can be made based on their performance in the interview and their assessments of their own incidents, and, should this be deemed appropriate, a certain percentage of the secretaries can be given raises (like his original forced distribution method).
2. I would suggest instilling a primary focus on hiring smart. By hiring people who would be more committed and put more into their work at the company, they will want to continue contributing while empowering others to rise to the occasion. Raising pay and provide career enhancement support, as well as flexibility, could work to the company’s advantage as well.

(example someone that replied to jack post= Hi Jack,

I agree with reducing retention by focusing on hiring smart as they will be more committed and put more into their work at the company. With the high costs of job withdrawal, understanding the cause is important (p. 323).  It starts by finding out what traits and skills employees need to be able to perform well within the company.)