Performance And Career Management Program - Assignment Example

Performance And Career Management Program Employee Performance Appraisal Form Employee Name: Date: Job Title: Date of Last Review: Department: Appraiser Name: Rating Standards/ Rating Scale 1-5. |Poor: 1 Continued Development: 2 Fully Competent: 3 Strong: 4 Exceptional/ Outstanding: 5 Not Applicable: N Rating Factors P CD FC S E NA Written communication skills Oral communication skills Customers focus Organizational ability Negotiation ability Financial skills Decision making ability Analytical ability Initiative ability Flexibility Team work Meeting job requirements Effectiveness and accuracy Team spirit Quantity and quality of work Supervisory ability Creative ability Meeting deadlines Managing multiple tasks Perform activities in safe manner Work completion is consistently high OVER ALL RATING Exceptional Strong Fully Competent Continued development Poor Clearly outstanding performance & performance fall within top 5 Excellent performance and fall within top 15 % of the employees Solid performance and consistently meets expectations Needs development in the current position. Overall performance is less than the expected Unsatisfactory performance & below the expected one Supervisor Comments: Employee’s Comments: Employees Signature: Date: Supervisor Signature: Date: Introduction to performance and career management Performance and Career management program is an essential tool for employees for grooming their careers. With effective career management program an employee and organizations both explore the career of the employees, develop career goals and uses career strategies to obtain career goals. Career management programs can be developed through employee development, development program, employee scholar program and appraisal evaluation forms. With the help of above appraisal evaluation form, both the company; Inter Clean Inc will be able to analyze the performance of all the members of the team. While employees; Janet Durham, Tom Gonzales, Jim Martin, Susan Bernt, Ving Hsu and Terry Garcia would be able to analyze their performance, realize their full potential and would also know where they lack behind. Thus it would help them in making work-related decisions. Due to this they will improve the work performance thus enhancing the productivity of the employees. Not only are employees encouraged but unsatisfied workers are also provided guidelines in achieving high standards by covering their weak areas. From the companies perspective, evaluation program determines whether the goals are achieved and met their standards or not, and faulty task designs are also identified. Thus evaluation is an important tool is setting and accomplishing organizational and personal goals. (Booyens, 1998, pg.552) One of the most important aspects among the appraisal evaluation form is the feedback which is given to the employees. Different researchers have different opinion some conclude that feedback should be given immediately after the evaluation while other state that it should be given after some time has passed. But whenever it is declared, employees are always looking for its results and feedback; so Janet Durham, Tom Gonzales, Jim Martin, Susan Bernt, Ving Hsu and Terry Garcia all would be extremely curious to know the finding and results of their evaluations. Thus it is essential that the true picture and their actual employee performance are shown because if any inaccurate finding is revealed this would lead them to dissatisfy and unmotivated employees. Special importance should also be paid in determining results because if any one of these employees who is above average does not receive a promotion would become unsatisfied and would quit. Thus Inter Clean should pay attention and make sure that they are given high recognition when they work well. Special importance should be given to those areas where the employee excelled and showed remarkable performance. Furthermore, these marked skills should be prime focus during the feedback session. Supervisor of Inter Clean should always believe in recognition not criticism but in case of negative feedback, it should be explained carefully and appropriately with factual and accurate information so that the employee does not feel offended and dissatisfied (Booyens, 1998, pg.554). Thus it would not only provide guideline to Inter Clean Inc. and the employees but also provide them with opportunities. With effective feedback the employees have the opportunity to change their behavior and adopt those likely skills that would result in high performance. Thus it also gives them the opportunity to perform their full potential (Saperstone, 2010, 1). For already effective employees, they can strive to maintain their performance standards but for inefficient employees they can cover their weak areas and try for improvement. While on the other hand, the supervisors and the mangers will also be attained with two opportunities. Firstly it will give them, a chance to praise an efficient employee who performed well and up to the mark. Secondly, it will provide guidance to the ones who are on wrong track inn such a way that there direction becomes a positive experience as compared to negative confrontation (Hackett, 1994, Pg. 32). After the performance evaluation, the employee’s could be guided to reach higher level of performance. New standards could be set for them and they could reach and gain high productivity. Inter Clean can ensure its employees higher performance by first specifically identifying their responsibilities, then secondly guiding them through directions and then lastly keeping a track on how the task is performed (Hackett, 1994, Pg. 32). Further employees could be provided training, supportive program and services and certain limits could be set as well to increase their performance levels. But all this could be achieved if the employee’s behavior is changed. Thus providing them training and other benefits would raise motivation and sense of inclination towards the company and hence their productivity would increase and performance would reach to new heights (Yandrick, 1997, 1). Apart from providing training and other performance programs, special bonuses and other promotional programs could be introduced by Inter Clean to motivate and attract employees. Inter Clean could use promotional and other educational activities to motivate employees and improve their performance level. Promotional activities such as bonuses, financial and other benefits could be offered to the employees. The financial allowances would cause a direct impact on the productivity of the employees because the workers will become more inclined to work and hence their work would become productive and fruitful for Inter Clean. While apart from providing training courses id Intra Clean would provide educational benefits such as scholarship programs than not only will the employee benefit from gaining high education but its general understandability would also increase. At a certain level in a job high education background makes a lot of difference in the study pattern and approach for decision making also changes. Inter Clean is facing a lot of competition thus for that its employees also have to be competitive in nature and thus competent in all ways, from the basic education, practical approach to effective decision making. But more emphasis will be given to on the job training where the local and already employees will guide the other employees through their difficulty levels. Life and workplace environments have completely changed in the past years, as now the role of women in businesses are increasing at a rising rate. Thus, due to this more women are employed and dual career parents are created. Both the spouses working is creating advantages and providing benefits to the families but in return it is also catering to family and work life conflicts. These conflicts then create a major factor in employee performance especially women, due to this they tend to leave or quit their jobs. Inter Clean is also dealing with a lot of women in their workforce and hence it is its major duty to provide incentives to this specific working population. Women can only work effectively if their household chores and family life is not disturbed. Thus, Inter Clean should provide flexible work schedules, child care benefits (such as nursery for kids where the kids eating and other activities could be looked upon, while the mothers could pay attention to their work). Inter Clean could also offer customized career paths for development, relocation or specialization for its potential employees. But if these employees if because of one or the other reason turned down the offer at any stage became of any reason (family or financial reason) it should be offered again in the future. Among a team, diversity is extremely important because different employees comprise of different characteristics and hence provide different benefits to the company. As refer to the team in Inter Clean Corporation comprises of Janet Durham who is the vice president of HR. She is an extremely hard working woman who made her career on the basis of her will power and her intellectual knowledge and hard working nature. Thus in our team she would control al the affairs of the business and thus she would be the ultimate group leader because of her vigilant style and high position in the company. Just like the need for HR representative, Jim Martin would be taking care of the sales and revenues. He would act as a leader and try to generate maximum sales for the company with the help of other sales managers and sales representatives. Among the team he has the same prestige and status as of Janet; the only difference is they belong to different departments. Tom Gonzalez is going to carry out the affairs as being the sales manger and will be working under Martin directly. He has a good repute with the customers and is known to enhance sales and revenues of the company thus he will cater well to it and make sure that not only good relations are established with the new customers but also a friendly attitude is maintained with the existing ones as well. He is going to cater directly with the customers. While Susan, Ving and Terry are the outside Sales representatives who are going to carry out their daily work and accomplish their targets on regular basis. All these three are the main revenue generator and thus their motivational level should be the highest among the all. They would report direct to Tom and would take orders from him too. Thus among the team formed each level of employee is set thus creating a hierarchy which is leading to diversified team. Each helping and complementing each other to accomplish the tasks together as a team. Even though if our budget is zero, we could still cater to deal with all the issues raised as none of the mentioned strategies are expensive but they are real cost effective. To enhance the employee’s performance, Inter Clean has used a performance evaluation form technique. This technique does not require any cost because the company itself will cater to all the process and no individual or outsourcing is done; thus here the cost is zero. Further, Training sessions are considered to be most effective form to increase productivity and performance of an employee. Thus providing on the job training would benefit the employee as well incur no cost to Inter Clean. While the promotional opportunities and dual career parent facilities could be provided after a certain time when the business is in the phase to spend more money or when its operations get highly efficient leading to high sales and revenues. References Booyens, S.W, 1998, Dimensions Of Nursing Management, pg. 553-555. Accessed on 17 January, 2009 from http://books.google.com.pk/books?id=hCBNRm520MQC&pg=PA554&dq=feedback+given+to+employees+after+evaluation&cd=2#v=onepage&q=feedback%20given%20to%20employees%20after%20evaluation&f=false Hackett, James E, 1994, Helping Employees Reach Their Potential, Management Quarterly, Vol: 35, Issue: 4. Accessed 17 January, 2009 from Questia.com Superstone, Nancy, 2010, Giving Effective Feedback And Counseling Employees, Human Resource IQ. Accessed 17 January, 2009 from http://www.humanresourcesiq.com/article.cfm?externalid=1611 Yandrick, Rudy M, 1997, Help Employees Reach For The Stars-Managing Employee Behavioral Problems, Accessed 17 January, 2009 from http://findarticles.com/p/articles/mi_m3495/is_n1_v42/ai_19221766/pg_2/?tag=content;col1 Read More