Hrm 531 Performance Evaluation Paper

Below is a list of the changes that will be made to this organization to improve overall employee satisfaction and efficiency with job descriptions. “Since performance evaluations provide management with essential information for making strategic decisions about employee advancement, retention, or separation” (pynes pg 304), it is important for employees to receive feedback from their supervisors and be allowed to have a voice in their future within the company as well as being proactive in improving their work environment. Future training, development, and education can be discussed at these performance evaluations. The objective is to keep an open communication with employees and make sure their needs are being met as well as the expectations of their supervisor. The desired outcome is to provide feedback to employees and facilitate personnel decisions such as promotions, compensations, and longevity of the employee. A rater system of 1-5 will be given to both the employee and the supervisor to be graded individually and then discussed together as a starting point of what is working well and what possible changes should be made. The goal of the performance evaluations is to support staff development and continuous learning, align compensation desired outcomes, improve staff performance, and most importantly, strengthen management

The appraisals will reflect the job performance, including customer service and positive employee interaction with other staff. The training needed to do a performance evaluation will help to avoid mistakes such as spillover effect, initial impressions, lenient or strict ratings, halo effect or horns effect (Pynes, p.314). The immediate supervisor will do the quarterly performance evaluations but an appointed person from the HR team will be involved in the yearly performance evaluation that could include