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Title: Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development
Paper instructions:
Read the Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development case study located in Topic resources. Discuss the assessment of employees within the Telespazio organization.
In 1,000-1,250 words, explain how the organization uses the appraisal assessments to identify employee roles, the current appraisal systems, performance ratings, and Telespazio’s practices for performing appraisal interviews. Decide what changes or strategies could be implemented to current performance appraisal practices. Consider a new performance appraisal tool that would benefit this highly matrixed, global company and an effective method for conducting a performance appraisal interview. Describe the benefits of using both the proposed appraisal tool and appraisal interview during the performance Assessment process. Suggest a minimum of two recommendations to Telespazio leadership which would meet the performance appraisal expectations of fair and realistic criterion, and professional development and motivation of the employees.
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Performance Appraisal at Telespazio
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Performance Appraisal at Telespazio
Appraisal Method
Telespazio organization is using the performance appraisal model to appraise the employees. The objective of using the appraisal method is to align the strengths of the employees with the strategic goals of the organization. The system involves rewarding training, career development, compensation, and career progression (Idowu, 2017). The transparent method of appraisal is vital in encouraging all employees to work hard focusing on the appropriate appraisal (Idowu, 2017). It motivates the employees at different levels since they know the appraisal will be fair.
Identifying Employee Roles
The appraisal method focuses on establishing the roles of the employees. The identification involves matching the strengths of the employees with the strategic goals of the organization (Padhaya et al., 2021). Appropriate allocation of duties and strengths of the employees involves an Assessment of individual departments. Assessment helps the organization to identify the needs that the company should meet and the challenges it should address (Padhaya et al., 2021). Managers have a responsibility of establishing the skills and strengths of individual employees in every department. The employees’ strengths and skills are matched with the strategic goals. The activity is carried out to ensure the successful allocation of duties to people who have the best skills to perform them (Fashoto et al., 2018). Matching the skills increases the capacity to achieve the strategic goals, improving competitiveness, and overcoming prevailing challenges.
Current Appraisal System
The appraisal system at the organization is performance appraisal at Telespazio. The objective of the appraisal system is to concentrate on the skills of the employees as a springboard to achieve a successful outcome (Fashoto et al., 2018). One of the objectives of the method is to enhance inclusivity by giving every employee an equal chance. When employees feel they have an equal chance to compete for various positions, they will realize the company is fair. The appraisal method involves carrying out interviews and assessments at the workplaces to establish the strengths (Fashoto et al., 2018). The managers have a responsibility to implement the appraisal methods effectively to generate positive outcomes. The assessment is vital in identifying future areas of growth, weakness, and need for training (Dangol, 2021). It creates a sense of job satisfaction and motivation, teamwork, morale, and profitability.
Performance Ratings
The Telespazio organization uses a system of collecting data to enhance decision-making accuracy. The data is collected to enhance the performance ratings of the organization. The electronic method offers an unbiased and professional analysis of data for a timely and accurate appraisal (Dangol, 2021). For instance, the appraisal method is vital in establishing appropriate training opportunities. The opportunities can identify the strengths and weaknesses of a company and the proposed methods. The organization provides an opportunity to utilize a four-tier rating scale to boost consistency and accuracy in the assessment (Dangol, 2021). The objective of the performance rating scales is to boost the confidence of the employees. Fairness, justice, accuracy, and consistency create a sense of fairness among employees.
Performing Appraisal Interviews
Performance appraisal interviews are focused on establishing assessing the knowledge of employees. Employee knowledge is critical in ensuring the success of an organization. Interviews are tools for ensuring that the employees have the right capacity to undertake different tasks (Bulto & Markos, 2017). The interviews provide opportunities to identify weaknesses and opportunities for future training (Bulto & Markos, 2017). Interviews should examine the strengths and ability to realize the strategic goals of an organization.
Changes and Strategies at Telespazio
The current state at Telespazio demonstrates the need for changes and the implementation of innovative strategies. One of the changes is that the performance ratings should be drafted and explained to all employees (Bulto & Markos, 2017). The employees at different ranks should be aware of the performance ratings that the organization is using to examine their performance. The multinational company should integrate a sound human resource team to embrace diversity from the staff (Padhaya et al., 2021). The company should introduce a strategy of enhancing the motivation of the employees. The motivation of the employees is vital to the performance outcomes. The employee interviews should examine the strengths of an employee such as the skills. The examination should provide additional details that will inform the decision to appraise an employee (Padhaya et al., 2021). For instance, it is vital to examine the strengths and weaknesses of an employee. The comprehensive examination of the employees will foster successful advancement in the future. The examination will help the organization to achieve its strategic goals and objectives.
Performance Appraisal Tool and Appraisal Interview
The new performance appraisal tool that the organization can embrace is the assessment center approach. The method is effective in allowing the employees to have a clear image of how other people perceive them (Fashoto et al., 2018). One of the advantages of embracing the assessment center approach is that it will examine the current and future job performance of the employees. Another benefit of embracing the tool is that it will involve various stages such as pre-assessment, assessment, and post-assessment. The assessment of the employee performance in different stages is critical in examining the efficacy of the tool (Dangol, 2021). The implementation is effective since social simulation exercises are vital in fact-finding activities, role play, decision-making, and predicting the success of an employee in certain roles. The kind of interviews that the organization should carry out is satisfactory and promotable interviews (Dangol, 2021). The method is straightforward since it involves a manager who discusses the career plan of the employee.
Benefits of the Appraisal Method
The assessment method has various benefits since it is a tool for evaluating employees at different ranks. One of the benefits is that it examines current performance and future job performance. It enhances the thinking process and boosts the thinking capacity of employees (Bulto & Markos, 2017). The tool is thus effective in analyzing different jobs, roles, employees. It can be tailored to achieve organizational competencies and needs. The tool enhances the capacity to deal with prevailing problems, adaptability, and tolerance. The assessment is vital in offering the organization a clear picture of where the employees are in the broader context of the organization (Bulto & Markos, 2017). The assessment will help the management to develop a precise career development plan for the employees for their job positions.
Recommendations
The management should educate the employees on the need to learn about appraisal methods. It is vital to allow the employees to know the appraisal methods that are used to examine their performance. The methods should be explained and used fairly to enhance employee motivation (Padhaya et al., 2021). Another recommendation is that the organization should carry out periodic examinations and appraisals of the employees. The appraisals will motivate the employees and help them to look forward to the exercises. It is crucial to ensure fairness and justice in the appraisal methods (Padhaya et al., 2021). The fairness will create a sense of ownership and allow employees to align their competencies to the strategic goals of the organization.
References
Bulto, L., & Markos, S. (2017). Effect of performance appraisal system on employee motivation. Prestige International Journal of Management & IT-Sanchayan, 6(2), 25-36.
Dangol, P. (2021). Role of Performance Appraisal System and Its Impact on Employees Motivation. Quantitative Economics and Management Studies, 2(1), 13-26.
Fashoto, S. G., Amaonwu, O., & Afolorunsho, A. (2018). Development of A Decision Support System on Employee Performance Appraisal using AHP Model. JOIV: International Journal on Informatics Visualization, 2(4), 262-267.
Idowu, A. (2017). Effectiveness of performance appraisal system and its effect on employee motivation. Nile Journal of Business and Economics, 3(5), 15-39.
Padhaya, P. R., Bhattarai, L., Acharya, L. N., & Adhikari, S. (2021). Performance Appraisal System and Effectiveness of Universities in Nepal. Internation Journal of Advance Research and Innovative Ideas in Education, 7(2), 43-48.
