StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...
Free

Module 4 - Case Training and Appraisals - Essay Example

Cite this document
Summary
Soon after the industrial revolution and steady development in public policy, organizations aligned themselves towards a more strategic way of handling workforce, hence overtime the field of Human Resource Management developed rapidly since mid of 20th century. The traditional…
Download full paper File format: .doc, available for editing
GRAB THE BEST PAPER92.3% of users find it useful
Module 4 - Case Training and Appraisals
Read Text Preview

Extract of sample "Module 4 - Case Training and Appraisals"

Running Head: Case Training And Appraisals Training and Appraisals Health Sciences and Medicine [Pick the Case Training and AppraisalsSoon after the industrial revolution and steady development in public policy, organizations aligned themselves towards a more strategic way of handling workforce, hence overtime the field of Human Resource Management developed rapidly since mid of 20th century. The traditional employee-employer relationship changed and employees were considered as the most important assets for the business entity, assets that can be developed further and provide competitive edge in the market.

This realization resulted in more focus on management of employee performance and development of skills eventually creating business leaders possessing exceptional business acumen with the ability to inspire people and prepare them for future challenges. The discipline of Human Resource Management introduced various methodologies for managing employee performance, these tools ranged from performance appraisals based on rating scales to objective setting and later on performance surveys were introduced.

An essential element of these appraisals was the performance feedback given to the employee after the actual appraisal based on which development efforts were planned by the incumbent supported by the Human Resource department (Greenhaus et al., 2009). The distribution of rewards after the performance appraisal or resulting promotions made this area an important aspect for the employee hence the human element of biasness diluted the traditional appraisal process. To avoid the evils of biasness mostly exhibited by the supervisor and resulting disagreements from the subordinates, performance feedback was taken from multiple sources and 360 degree feedback technique was adopted by numerous organizations.

The 360 feedback process reveals the blind spots in behavioral characteristics of the subject by collecting anonymous feedback from multiple sources usually termed as supervisor (s), subordinate(s), peers and customers. The process gives an effective account of one’s performance, highlighting the development areas without much biasness and since the feedback is coming from multiple sources there is a lesser probability that the subject would disagree with the results. The process itself is composed of three stages, preparation and initiation, collection of feedback and development stage.

The first stage includes identification of working relationships within the organization determining the important factor of ‘who would rate who’, behavioral clusters are identified with each having a set of probing questions along with rating criteria; then comes readiness of participants with an assurance of confidentiality through anonymity followed by important guidelines provided to them related to the process and finally the survey is initiated. The second stage begins with a self assessment from the individual on same scale; feedback is collected from all the participants usually a lengthy process as multiple working relationships may exist in an organization.

After collection phase certain reports are developed and feedback from others is plotted against the self assessment highlighting gaps and consequently the development areas. The third stage is the most vital stage and success of overall process depends on it, development goals are identified with the help of a counselor or by self and behavioral changes take place over time with carefully planned training sessions and team activities (Bracken, 2009). The disadvantages associated with 360 degree feedback surveys are related to ability of assessors, dishonest feedback given by the participants, too many surveys resulting in consistent answers, lack of action after feedbacks, lengthy process reminding us of old bureaucratic times, conflicting and unknown areas as peers or customers might not know the person too well hence answers can be consistent depending on their moods and stress levels, feedback of supervisor(s) and subordinate(s) who know the subject most well although their weight-age is equal to other parties.

Additionally the process relies a lot on technology and human element of traditional one to one sessions and emphasis on technical areas is ignored with much importance given to individual behavioral aspects (Tosti, 2009). Like any other technique, this methodology can do wonders for an organization and individual if it is planned, executed and followed up with real actions (Newbold, 2008). Although the whole process is cumbersome and has too many dependant factors related to participants and their abilities as raters and assessors.

I would suggest that 360 degree survey should only be used for leadership teams (senior management) who would understand, rate and respond to the findings well. The process should not be linked with rewards and an alternative approach should be used for performance management such as management by objective approach (MBO). References:Bracken, D. W. (2009). The art and science of 360 degree feedback, (2nd ed.). John Wiley & Sons. Greenhaus, J.H., Callanan, G.A., & Godshalk, V.M. (2009). Career management.

Sage Publications Inc.Newbold, C. (2008). 360-degree appraisals are now a classic; good preparation and execution are the keys to success. Human Resource Management International Digest, 16(2), p.38. DOI: 10.1108/09670730810860753Tosti, D. T. & Addison, R. M. (2009, March). 360-Degree feedback: Going around in circles? Performance improvement, 48(3), p. 36-40. DOI: 10.1002/pfi.20069.

Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Module 4 - Case Training and Appraisals Essay Example | Topics and Well Written Essays - 500 words”, n.d.)
Retrieved from https://studentshare.org/health-sciences-medicine/1606428-module-4-case-training-and-appraisals
(Module 4 - Case Training and Appraisals Essay Example | Topics and Well Written Essays - 500 Words)
https://studentshare.org/health-sciences-medicine/1606428-module-4-case-training-and-appraisals.
“Module 4 - Case Training and Appraisals Essay Example | Topics and Well Written Essays - 500 Words”, n.d. https://studentshare.org/health-sciences-medicine/1606428-module-4-case-training-and-appraisals.
  • Cited: 0 times

CHECK THESE SAMPLES OF Module 4 - Case Training and Appraisals

Developing Appropriate Training

This case study "Developing Appropriate Training" focuses on the importance of training in the modern organizational setup that can be realized from the fact that all the organizations, whether small or large, allocate a considerable percentage of their annual budget for the purpose of training and development.... he scenario further reveals that there are a number of loopholes in the training process of the organization.... For example, the job descriptions are, in most cases, missing, the training manuals simply do not exist, there are no formal procedures of training the new inductees, etc....
5 Pages (1250 words) Case Study

Structure and Culture in Human Resource Management at UPS

This paper investigates the structure and culture in human resource management.... Organization structure is the formal pattern of interactions and coordination designed by management to link the tasks of individuals and groups in achieving the organisational goals.... hellip; There are two main types of organization structures – mechanistic and organic structures....
6 Pages (1500 words) Case Study

Report of Michael Hill Jewellery

This essay discusses the leadership style and using of motivational processes at MHJ.... It analyses human resource management because people are the main priority at MHJ.... It discusses MHJs next strategic move, the kind of problems likely to be encountered and how they could be overcome.... hellip; There is a democratic style of leadership or a team approach style where managers meet to discuss plans and issues....
9 Pages (2250 words) Case Study

The Business of Highseas UK

This gives the other directors who handle other departments a lot of leeway in how they manage their staff and there seems to be no consistent policy across the company in terms of how company-wide appraisals and rewards are to be managed.... The paper "The Business of Highseas UK" discusses that all of the problems can be settled if the company decides to invest in a few positions to create a human resource department that can govern how these things are to be managed within the company....
13 Pages (3250 words) Case Study

New Mobile Phone Project

Investment appraisal is an integral part of capital budgeting and is applicable to areas even where the returns may not be easily quantifiable such as personnel, marketing, and training” (Gotze et al, 2007, p24) (Fisher and Martin, 1994).... This paper "New Mobile Phone Project" discusses Fones 4 U as the launch of a new mobile phone....
8 Pages (2000 words) Case Study

The Role of Middle Management in the Joint Venture

For the selection of the skilled labor force, tests, appraisals, and interviews were conducted.... In this case study, “The Role of Middle Management in the Joint Venture” the author will not only evaluate the role of middle managers but also will provide a deep insight of cross-national HRM practices, pursued by the successful international joint venture of Lafarge in China.... In the case of Lafarge in China, middle management has really played a very important role in making the joint ventures successful....
10 Pages (2500 words) Case Study

Heart of Change with reference to Jack Welch and GE

In such case, the organization needs to help an employee to align his individual goals with the organizational ones.... The paper takes into consideration such issues: “retooling” disempowering managers by giving them new jobs that show the need for the change; feedback that can help people make better vision related decisions; finding individuals with change experience who can bolster people's self-confidence....
10 Pages (2500 words) Case Study

Knowledge Management and Its Benefits in Relation to Warid Telecom

This paper "Knowledge Management and Its Benefits in Relation to Warid Telecom" focuses on the fact that Warid Telecom is one of the emerging companies in Asia.... With the period of time, the company has grown and attracted around 16 million subscribers in Pakistan and 2.... 5 million in Bangladesh....
13 Pages (3250 words) Case Study
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Contact Us