FOR DR. ROCAL - Final Paper

Running head: OUTLINE 4

Outline

University

HRMT 605

Introduction

1. Structure

1. Medium-large firm with a very hierarchal system.

2. The culture of the organization is outdated hence, the only method of appraisal was whether the tasks given were achieved.

3. If they were achieved, the employee given a simple yes/no.

4. Values seniority so seniors often did not have to take an appraisal and were automatically promoted.

5. Retention policy for the firm is also not in place (high employee turnover and dissatisfaction.)

6. Most employees are often poached by competitor firms resulting In high replacement costs for the firm.

1. Objective

1. The main objective of this report is the creation and implementation of a new performance appraisal system or method of conducting performance appraisals.

Appraisal

1. New system based on a five-tiered rating scale (very excellent, fairly excellent, good, needs improvement, fail)

   1. A yes/no system does not take into account gray areas.

   2. An employee may have worked hard and provided some results but might still get a no so system was flawed

   3. Leaves room for improvement

2. Appraisal will be based entirely on behavior related appraisal system instead of task related appraisal.

   1. Task related system which looks at results encouraged dishonest behavior and competitive work force

   2. Behavior related appraisal will result in more team work within the organization

   3. Will move away from valuing seniority to valuing behavior/goals achieved

3. Highlight the appraisal process or cycle starting from when to conduct job evaluation, appraisal, promotions and improvements.

4. Continuous reinforcement

   1. Carrot and stick rule

5. The method should be fair, equitable, transparent and just.

6. How to remove biases

   1. Train supervisors

   2. Use multiple supervisors

   3. Make them loyal to and advocate of the system

Retention

1. Training and development of employees’

   1. Builds motivation as they know they are contributing positively

   2. Long term career goals in mind

2. Changing the hierarchal, central structure to decentralized structure to give greater flexibility and decision making power to employees.

   1. Can be their own bosses

   2. They know their voice is being heard

   3. Builds greater loyalty with the company

3. Improving the employees work-life balance

   1. Flextime/work from home options

   2. Reducing the number of hours worked

4. Improving the compensation package

   1. More budget allotted to recognition and awards

   2. Increasing the pay-scale as compared to the comparator pool

   3. Providing greater maternity leave, family vacations, medical benefits and perks like car purchase options

Conclusion

1. Summary

   • Five tiered system (based on behavior)

   • Proper feedback and planning

   • Equitable and transparent

   • Retention through training and development, work/life balance and compensation.