3-Level Appraisal System for Optimal Employee Performance - Essay Sample

Introduction

Managing the performance of employees is vital to the success of an organization. A medium-size, video gaming company that is globally recognized as a leader and groundbreaking competitor requires a productive staff and which have high competence and performance rates. Therefore, the organization has to devise new ways in which they can maintain as well as improve the performance of the employees. As a result, it is essential to incorporate the three-level appraisal system is vital as it will help the supervisors to assess the strengths and weaknesses of the employees. Through this system, the supervisors can identify individual goals as well as department goals that will help improve the performance of the subordinates to achieve the overall strategies and objectives of the organization.

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The three-level appraisal system will help to motivate employees to improve their performance. The results of a study conducted by Kampkotter (2016) illustrated that there is a definite connection between performance appraisal and employee satisfaction, which translates to increased performance and reduction of turnover. Therefore, using performance appraisal will help to maintain talents and at the same time, recruit new talent into the organization. Furthermore, the assessment will be able to strengthen employee loyalty by creating a connection between the expectation of individual employees and the success of the larger organization. The three-level appraisal system will help the supervisor to clarify their expectations towards the employees and improve the employees' ability to prioritize the tasks that they have been assigned.

The Legal Factors Considered in Making My Decision

Performance appraisal is vital for assessing the performance of employees in the organization. However, devising a performance appraisal system needs to make legal considerations as it is responsible for the termination, promotions, job change, or even salary increase of the employees. Therefore, I have to ensure that my decision on the performance appraisal system selected.

First of all, I have to ensure that my appraisal system will not be discriminatory to the employees in regards to race, sex, sexual inclination, or even religion. My appraisal system should also facilitate the keeping of appraisal records, especially when the employee recorded poor performance. The records will be essential as they can be used to vindicate the organization in case of complaints from the poor performer. I should also consider that my appraisal system is mostly meant to improve the organization's performance and not just for transfer, promotion, demotion or increment. The appraisal should also be used to pan the employee's future career for future growth and performance.

Before deciding on my appraisal system, I also have to consider the accuracy and fairness of my system such that the appraisals have to be supported by all kinds of evidence. Furthermore, I had to ensure that my appraisal system avoids the use of inflammatory or emotive harassing or improper language. Moreover, I also ensured that the results from my appraisal would be treated as private and confidential information that is between the employees and their supervisors.

The Role of the HR in Influencing the Eventual Outcome

According to SHRM (2018), the integrity of any performance appraisal is dependent on the level of fairness applied by the supervisors in appraising the employee's performance. Failure of the supervisors to conduct honest evaluations will result in a loss for the organization in general. As the HR in the organization, it is my responsibility to design an appraisal system that will be incorporated successfully into the organization. As a leader, it is my professional responsibility to add value to the organization by overseeing the successful implementation and application of the appraisal system. SHRM (2014) noted that HR professionals accept professional responsibility for their personal decision and actions and also advocate for the profession by participating in activities that improve the activity's value and credibility.

As a leader, I should also consult with other professionals who have implemented similar appraisal systems to obtain information that will help to make the implementation and application of the appraisal system smoother. Additionally, consultation may be essential to identify if the appraisal system selected for this specific company is appropriate. Finally, negotiations are necessary to convince individuals who are against the change in the appraisal system. Through consultation, the HR will be able to explain the necessity of change as well as the benefits of changing appraisal systems.

SHRM Behavioral Competencies that are most Directly Applicable to a Successful Resolution of this Challenge

Business Acumen

Business acumen can be identified as an understanding of specific business disciplines. Through consultations and training, human resource managers can be able to develop their business acumen in regards to performance appraisal. The HR manager can use his excellent business acumen to show the employees in this organization that they can trust him to conduct proper and just performance appraisals using the three-level system. Business acumen can also be significant as it helps to identify a sound appraisal system that will recognize the subordinates' values as well as the HR's respect for them. In turn, the assistants also learn to respect the HR.

Critical Evaluation

Critical evaluation is the ability to interpret information that will be used to make decisions. for an HR manager, the behavioral essential competency of assessment is essential for this situation as it will enable the HR to interpret information from the consultation and develop a solution that will be acceptable to all parties in the organization.

References

Kampkotter, P. (2014). Performance Appraisals and Job Satisfaction. SSRN Electronic Journal. doi:10.2139/ssrn.2469875

SHRM. (2014, November 21). Code of Ethics. Retrieved from https://www.shrm.org/about-shrm/pages/code-of-ethics.aspx

SHRM. (2018, August 10). Recruiting Internally and Externally. Retrieved from https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/recruitinginternallyandexternally.aspx