Job Performance Appraisal for Samsung Company - Case Study Example

Job performance appraisal Name: Course Instructor’s name Institution Date Currently, in the world of business the human resource managers use job analysis as the foundation for developing employees’ performance appraisal. As such, the HR manager in any organization can use job analysis to identify the information regarding the appraisal of a distinct component of work performance. Employees’ performance appraisal is described as the process of documenting and evaluating the work performance of employees in the organization (Halogensoftware.com, 2015). As a systematic process, performance appraisal is conducted periodically by the HR managers. The process intends to make the high-performing workers improve their performance. Besides, the performance appraisal is useful as it helps the HR to explore the problem that are related to work and help in identifying the possible solutions (Fine, & Cronshaw, 2009). As such, the prime objective of this paper is to present a report focusing on the development of performance assessment form resulting from a job analysis that was conducted. To start with, before developing the job appraisal performance form, one should clearly understand the four major steps that he/she should apply in forming the appraisal form (Folsom, 2011). The steps that one should follow in forming a job performance appraisal form include; 1) Before forming the performance appraisal, form one should conduct a job analysis. Importantly, in this step one can understand and know the job that is mostly focused on by the management system of the organization. Job analysis involves the content of a job in term of the responsibilities that are required in performing a certain job. The purpose of conducting a job analysis before developing appraisal form is that the HR manager will be in a position to establish the issues that are related to the job. This may include the need for employees training, compensation and as well as performance. 2) After one conduct a job analysis, the next step is to understand the job description. In this step, one gets useful information that are essential in discussing the content of the appraisal form. Mostly, the job description is concerned with presenting the duties and tasks that an employee is required to carry in an organization. Furthermore, this step allows the person developing an assessment form to explore the position of an employee, worked skills and the person to whom is responsible for leading the staffs (Staffing and Recruiting Essentials, 2015). 3) After understanding the job description, one should choose and applied the best appraisal method. Kromrei, (2015) in presenting the evaluation or rather the assessment form, there are different techniques that the HR manager can use. The method applied should present a rating that is as a result of the assessment. In modern business, one of the major used technique in developing a performance appraisal is ranking technique. In this method, the HR manager compares the employees’ performance and as a result, the manager classify each employee performance in term of grading. Besides, the ranking method is essential to the employees as the method allows workforce development and enhance employees’ motivation. 4) Lastly, one should create a payment structure that is based on job appraisal scores. Grote, (2012) the payment structure that is used in many organizations is work based payment. As such, the work based payment is the situation whereby employees receives their payment based on their performance or rather based on their ability to deliver the best services to the organization. More so, this type of payment structure enhances a fairness in the payment process regarding a certain job. With a clear understanding of the mentioned steps that one should consider or use in developing the performance evaluation form, below is an example of job appraisal form of the Samsung Company. Employee Appraisal Form Reviewing Date: 15 October 2015 Employee Name: Mr. Jackson M. Randi Employee ID #: 29670 Position: product marketing specialist Current Salary: $95,000 per month Date of Next Review: 20th November 2015 Performance Category Score Remarks Ability at the position 17 Satisfactory Attendance 19 Outstanding Leadership Ability 18 More than satisfactory Ability to meet deadlines 16 Satisfactory Organizational Skills 15 Satisfactory Quality of Work 18 Outstanding Team Work Ability 17 Satisfactory Team Player Abilities 15 Improvement needed Total score 133 Future Objective Discussed: The organization plans on organizing and as well as prioritizing on managing the daily tasks that are assigned to each. Also, the organization has a future goal of enhancing that employees met the deadline so as to avoid unnecessary losses. More so, the organization has set an objective that enhance employees show the willingness of accepting more tasks. HR manager/ Appraiser Comment: The performance evaluation process shows that employees have improved regarding working as a team, meeting deadlines and the company is hiring more competent workers with the required skills. Consequentially, the best performing employee will be rewarded as the company payment structure is based on the capacity of employees’ performance. Workers Comments: Job evaluation is an essential task as it help one understand and know what it is expected of him/her by the organization. Besides, performance assessment can be seen as a way of making a person feel valued at the organization. Human resource signature: Employees’ signature: From the above appraisal form, it is clear that the purpose of creating the assessment form in organizations can be viewed as a way communication between the organization and its employees. Additionally, the performance assessment form is an essential tool that allows the business to create a positive connection between the top management and as well the overall group of the employees. Also, the above performance evaluation form can be seen as a general overview of each member of staff performance, competencies, skills and as well as the expertise against the organization’s goals. To a better understanding, job performance appraisal or evaluation can be viewed in a different way through focusing on identifying the business units’ strategy and explaining the key duties and responsibilities of an employee. More so, this can be broadened by looking at the process designed as a result of the evaluation form and the way the process designed to fit with the business strategy and the way it will add value to the organization. Business unit strategy The business unit strategy is concerned with the organization making the right decisions on where to strengthen and on how to win in the competitive market. In different organizations, the unit strategy focuses on driving the organizations to full economic capabilities. For the Samsung Company, this is achieved either through yearly planning process or employee’s performance appraisal. According to (Lee, 2010) employees, performance assessments are the tail end of the business chain operation. As such, at Samsung Company, performance appraisals starts with the organization strategic plan that set the objectives of the business to reach its strategies. Moreover, at Samsung Company, these strategies are achieved by personal business units, which in turn determines the way individual job responsibilities and requirement are well-defined. Additionally, for the Samsung Company, the business unit strategies are the key component to the employees as they play a major role in setting employees skills and competencies. The job performance appraisal, the business unit strategies make employees in the organization to complete their job successfully and play a key part in achieving the organization’s objectives. Therefore, business strategy unit can be seen as the form of measuring objectives of evaluating employees’ performance. The key task, duties, and the responsibilities of a job. Weyhrauch, (2010) in organizations, the word task, is used in describing the job responsibilities and duties. On the other hand, duties and responsibilities are normally what is set by an organization so as to be performed by the employees. At Samsung Company, job responsibilities and duties are referred to as the function that the staffs of an organization are accountable. However, job performance appraisal, the management defines the tasks, duties and responsibilities as the key component that help in forming the criteria that are used in employees’ appraisal and development. Therefore, focusing on the job appraisal at Samsung Company, the management of the organization has major tasks, responsibilities and duties in enhancing the performance process run smoothly. To start with, the Samsung Company HR manager has the duty and responsibility of recognizing and reinforcing a strong employee’s performance. As a result, it is the HR responsibility to identify and encourage workers improvement after carrying out performance evaluation. To a better understanding, the manager at Samsung Company has the responsibility to ensure that the performance appraisal process is a valuable component for supporting workforce development and as well as improvement. On the other hand, at Samsung Company it is the task of the HR manager to deliver positive and helpful feedback to the employees after a performance assessment is conducted (Weyhrauch, 2010). Performance management process designed Levine, Ash, Hall, & Sistrunk, (2013) said that performance management process is a task designed for the managers. The process involves managers and employees performing their duty together so as to monitor and assess the employees’ contribution to the company. Similarly, at Samsung Company performance management is a continuous process as it involves setting the goals, evaluating progress and offering continuous coaching to the employees. This is to ensure that workers meet their objectives and career objectives. The performance management that is designed for performance appraisal at Samsung Company is as follows; a) Perform a prerequisite The purpose of this stage is to measure the employees’ knowledge regarding the organization’s objectives, values, and mission. Performing a prerequisite in the organization promote employees behavior to accomplish the organization goals, mission, and values. b) Performance planning In this stage, the management and employees discuss the areas that are needed to be improved and the goals to be achieved. c) Performance execution When the goals to be achieved are realized, and management has identified the area to be improved, the implementation of the plan is now put into consideration (Scheer, 2006). In this stage, the employees get committed to the goal to be achieved and communicate with their supervisors. On the other hand, the supervisors observer, issue documentation, feedback resources and reinforcement to the employees. d) Performance assessment In this context, several task are carried out. This includes manager assessment, self-assessment and to some extent customer evaluation. e) Appraisal meeting The appraisal meeting involves the management and the employees. In the meeting issues such as behavior and results during the whole process of performance management are discussed. Additionally, in the appraisal meeting the issue of new goals and development is discussed. f) Finally, the HR rotates employees by assigning them to different form of work. This is the final step in the process of performance management appraisal. In this stage, understandings and information from the previous stages are used. Lastly, the management plan for a new process if required. How this process; fit with the business unit strategy and add value to the organization. The performance process designed for Samsung Company fit with the business unit strategy as one rule for strategy improvement is achieved through continuous performance planning and assessment. On the other hand, the performance process is a useful business unit at Samsung Company as employees get a clear focus on the business goal and how the business objectives are achieved (Scheer, 2006). Importantly, the performance process is valuable to the organization as it makes the Samsung Company gain competitive advantage hence the business gain excessive returns. Conclusively, employees’ performance appraisal is an essential task that is designed so as to ensure support for the managers. Improved performance assessment plays a major role in shaping the staff’s skills and ensures that the employees deliver the best to the organization in achieving the planned objectives. The most effective performance is the one that work for the employees and managers. In this context, the two parties take the responsibility of job performance assessments in addressing the need for serving the organization’s objectives. Lastly, performance assessments are referred to as the management techniques that create a working relationship between the managers and staffs. Essentially, it is an important tool as it make the managers offers feedback to the employee regarding their performance. Bibliography Fine, S. and Cronshaw, S. (2009). Functional job analysis. Mahwah, N.J.: L. Erlbaum Associates. Folsom, A. (2011). A Performance Approach to Job Analysis. Performance Improvement Quarterly journal, 14(4), pp.37-44. Grote, R. (2012). The performance appraisal question and answer book. New York: American Management Association. Halogensoftware.com, (2015). Roles and responsibilities in a best practice performance management process | Halogen Software. [online] Available at: http://www.halogensoftware.com/learn/how-to/roles-and-responsibilities-in-a-best-practice-performance-management-process [Accessed 19 Oct. 2015]. Kromrei, H. (2015). Enhancing the Annual Performance Appraisal Process: Reducing Biases and Engaging Employees Through Self-Assessment. Journal of Performance Improvement Quarterly, 28(2), pp.53-64. Lee, W. (2010). Consultative instructor supervision and evaluation. Performance Improvement Journal, 49(5), pp.26-30. Levine, E., Ash, R., Hall, H. and Sistrunk, F. (2013). EVALUATION OF JOB ANALYSIS METHODS BY EXPERIENCED JOB ANALYSTS. Academy of Management Journal, 26(2), pp.339-348. Scheer, A. (2006). Corporate performance management. New York, NY: Springer. Staffing and Recruiting Essentials, (2015). Sample Job Analysis - What it should look like. [online] Available at: http://www.staffing-and-recruiting-essentials.com/Sample-Job-Analysis.html#axzz3ozvotGwu [Accessed 19 Oct. 2015]. Weyhrauch, W. (2010). Effects of performance appraisal purpose and rater expertise on rating error. Manhattan, Kan.: Kansas State University. Read More