HRM 635 Performance Appraisals: Aligning Strategic Goals to People Development 

Grand Canyon University HRM 635 Performance Appraisals: Aligning Strategic Goals to People Development  – Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University HRM 635 Performance Appraisals: Aligning Strategic Goals to People Development  assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for HRM 635 Performance Appraisals: Aligning Strategic Goals to People Development                        

Whether one passes or fails an academic assignment such as the Grand Canyon University HRM 635 Performance Appraisals: Aligning Strategic Goals to People Development       depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for HRM 635 Performance Appraisals: Aligning Strategic Goals to People Development                        

The introduction for the Grand Canyon University HRM 635 Performance Appraisals: Aligning Strategic Goals to People Development      is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for HRM 635 Performance Appraisals: Aligning Strategic Goals to People Development                        

After the introduction, move into the main part of the HRM 635 Performance Appraisals: Aligning Strategic Goals to People Development      assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for HRM 635 Performance Appraisals: Aligning Strategic Goals to People Development                        

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for HRM 635 Performance Appraisals: Aligning Strategic Goals to People Development                        

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for HRM 635 Performance Appraisals: Aligning Strategic Goals to People Development 

The success of various organizations, such as healthcare organizations, depends on various factors. Therefore, the onus is on the organizational leaders to possess adequate knowledge that can help them identify the factors that can be modified to spur the organization to success. One such factor is performance appraisal, also called performance evaluation or performance review (Goel,2023).  This process involves an assessment of the employee performance with the major purpose of providing feedback to the employees concerning their performance (Al-Jedaia & Mehrez, 2020). In addition, such a process also helps in identifying the areas of improvement. Organizations should take proactive steps and carry out performance appraisals as appropriate. Therefore, the purpose of this assignment is to select a mid-sized to large organization and explore its performance management process. As such, various aspects will be explored, including an explanation of how the organization uses performance appraisal assessment to manage employee performance, changes necessary to improve the performance appraisal process, a new appraisal tool that would benefit the company, and recommendations.

How the Organization Uses the Performance Appraisal Assessment to Manage Employee Performance

As highlighted earlier, performance appraisal is a process and method applied by organizations to assess the performance levels of their employees and provide them with feedback. Therefore, the organization selected for exploration is the Mayo Clinic. This is a healthcare organization based in Minnesota and has several branches across the US. The organization has been using performance appraisal tools to manage employee performance. The organization currently uses a performance management system program tool to manage performance. At the center of this tool is ensuring that employee performance aligns with Mayo’s values and mission (Comfere et al.,2020). In addition, the tool plays a significant role in presenting opportunities that the staff can use to enhance their skills through continuous feedback and coaching. The tool focuses on a triple-action approach, which entails performance planning, review, and coaching.

In the planning phase, the tools enhance the hospital’s ability to set objectives and goals for its employees to help them stay on track and identify any gaps that could exist in employee knowledge and performance for proactive measures to be taken. Review of performance entails constant audits as a way of performance evaluation. Such an effort triggers feedback provision to help bridge the performance gaps (Comfere et al.,2020). In addition, performance coaching entails working together between the staff and leaders to help identify the areas that require improvement for appropriate steps to be taken. This tool, therefore, focuses on feedback throughout the year rather than performing the review annually.

Mayo Clinic has used various strategies to communicate and implement its practices. One of the strategies is the use of a performance management guidebook, which contains important information such as the goals and the process used in conducting various processes such as performance development, coaching, and reviews. The guide also has important information that can help the staff, including templates for personal goal setting. The new employees also get to know about the organization’s practices through an onboarding process conducted by the organization (Kang et al.,2023). During such a process, the new employees get to know the hospital’s values and mission as well as the expectations regarding aspects such as performance expectations. The leaders are tasked with communicating the practices and performance expectations throughout the year. One of the current practices at Mayo Clinic is the provision of prevention, treatment, and management of patient care practices, which are all supported by deliberate efforts to improve staff performance.

Proposed Changes to Improve the Appraisal Process

It is evident that Mayo Clinic has a robust performance appraisal tool that enables them to appraise employee performance throughout the year. However, it is important to note that there are improvements or adjustments that can be made to help improve the appraisal process. It is important to note that the current tool focuses on individual performance; therefore, one strategy for making improvements is to focus on organizational and team performance to help boost the process. A strategy for accomplishing this is through the use of a team-based approach to setting goals and evaluation of performance (Buljac-Samardzic et al.,2020). The implication is that the organization will need to set the team goals aligning with the organization’s set objectives. As such, the performance evaluation should be based on team performance, and the focus should be on how best the set goals have been achieved or met. Such an approach will be key in enhancing collaboration between the staff and ensuring that they share a common purpose of improving individual and organizational performance.

The Proposed Appraisal Tool and Benefits

It is evident from the earlier discussions that Mayo Clinic has a performance appraisal tool in place. However, there are other tools that can be considered to help improve the appraisal process, hence an improvement in the organization’s performance. One such tool is management by objectives tools (Islami et al.,2019). This tool has been shown to be effective in performance appraisal to help enhance employee performance and effectiveness. Through the use of this tool, the organization follows various steps to achieve an appropriate appraisal process. One of the steps is objective setting, where the organization should follow a SMART objective strategy or approach. It also involves progress tracking through aspects such as key performance indicators and real-time monitoring. There is also the aspect of feedback and communication, which forms an integral part of this tool.

This tool has various benefits, which can make it a fit to be used by the Mayo Clinic. One of the major and known benefits is that the tool is easy to implement and can easily be used for appraisal. The staff is also motivated to work towards achieving specific goals since the goals are succinctly formulated, and the employees are aware of the expected roles and accountability aspects. This approach also offers a platform for employee counseling and guidance, which are important aspects for improving employee performance and the organization’s performance and effectiveness (Islami et al.,2019). Another benefit of this tool is that it fosters communication between the organization leaders and other staff members concerning the goals and action plans to improve individual performance and the organization’s effectiveness.

Suggested Recommendations

It is important to suggest recommendations for consideration by the company leadership that would help meet the performance appraisal expectations of fair and realistic criteria and professional development and motivation of the employees. One of them is that the organization should consider the management by objectives approach (Ogbu Edeh et al.,2019). As earlier indicated, this approach hugely motivates employees to achieve the set goals. Another recommendation is to incorporate informal performance feedback alongside formal feedback. Informal feedback can be done anytime and anywhere. It can play a significant role in improving communication between the leaders, staff, and team members to focus on achieving the organizational goals and objectives (Aguinis, 2019). The approach is likely to improve employee performance as appropriate.

Conclusion

Performance appraisal plays an important role in identifying performance gaps and using appropriate strategies to bridge the gaps. It is important for organizations to use relevant performance appraisal tools to accomplish the aim effectively. This write-up has focused on the Mayo Clinic and its employee performance appraisal.

References

Al-Jedaia, Y., & Mehrez, A. (2020). The effect of performance appraisal on job performance in governmental sector: The mediating role of motivation. Management Science Letters, 10(9), 2077-2088. http://dx.doi.org/10.5267/j.msl.2020.2.003

Aguinis, H. (2019). Performance management for dummies. John Wiley & Sons.

Buljac-Samardzic, M., Doekhie, K. D., & van Wijngaarden, J. D. (2020). Interventions to improve team effectiveness within health care: a systematic review of the past decade. Human Resources for Health, 18(1), 1-42. https://doi.org/10.1186/s12960-019-0411-3

Comfere, N. I., Matulis III, J. C., & O’Horo, J. C. (2020). Quality improvement and healthcare: The Mayo Clinic Quality Academy experience. Journal of Clinical Tuberculosis and Other Mycobacterial Diseases, 20. https://doi.org/10.1016%2Fj.jctube.2020.100170

Goel, D. (2023). Performance appraisal and compensation management: A modern approach. PHI Learning Pvt. Ltd..

Islami, X., Mulolli, E., & Mustafa, N. (2019). Using Management by Objectives as a performance appraisal tool for employee satisfaction. Future Business Journal, 4(1), 94-108. https://doi.org/10.1016/j.fbj.2018.01.001

Kang, J. Y., Lee, M. K., Fairchild, E. M., Caubet, S. L., Peters, D. E., Matti, L., & Howell Jr, T. G. (2023). Do Organizational Values and Leadership Impact Staff Engagement, Wellbeing, and Patient Satisfaction?. Journal of Healthcare Leadership, 209–219. https://doi.org/10.2147/JHL.S421692

Ogbu Edeh, F., Nonyelum Ugwu, J., Gabriela Udeze, C., Chibuike, O. N., & Onya Ogwu, V. (2019). Understanding performance management, performance appraisal and performance measurement. American Journal of Economics and Business Management, 2(4). https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3513042

Sample Answer 2 for HRM 635 Performance Appraisals: Aligning Strategic Goals to People Development 

Organization’s performance appraisals are essential in ascertaining the effectiveness of different aspects of human resource management (HRM) practices. Organizations seek alignment between their strategic goals and developing employees with capacities and abilities to help them meet their objectives in their industry and marketplace (Lin & Kellough, 2019). The case study on Telespazio demonstrates challenges that HR teams face when driving strategic and organizational changes to transform national companies into multinational leading entities in their industries at the international level. The purpose of this paper is to assess Telespazio case study’s performance appraisal approaches and review the present appraisal tool and its purpose in identifying employees’ roles and the organization’s practices in performance interviews.

Use of Appraisal Assessment to Identify Employee Roles at Telespazio

Appraisal assessments are critical tools that organizations’ HR managers use to identify employee role based on their present appraisal systems and performance ratings. Telespazio is a space service organization that uses a twofold performance appraisal system. Skills and competencies are critical for optimal productivity and performance in organizational settings. The company identifies these roles and integrates them using the Competency Management System. The approach combines both organization and professional skills against those listed by respective employees (Profili et al., 2018). The required skills based on the Telespazio case study include planning, problem-solving, effective communication and sharing of abilities and knowledge among the employees.

The organization ensures that the system is effective by mandating managers to focus on performance and employees’ characteristics during their appraisal assessment. The organization requires managers to base their assessment on significant facts and embracing an outstanding, acceptable, and improved scale. The managers also evaluate employee’s specific roles based on the assessment in their respective departments. The organization and managers conduct this exercise through either individual or group approach to enhance knowledge sharing across the department.

Current Appraisal System at Telespazio

Telespazio uses the Performance Appraisal System (PAT) developed in 2005 to align employee efforts with organizational goals and objectives, at its local and international business operations. The current appraisal system comprises of employee management based on aspects like rewards, training, compensation, mobility of the employees, and career progression. The system is paperless or digital and aims at enhancing transparency, information sharing, mutual definition of goals, and increased focus on competencies as well as roles (Profili et al., 2018). The system also pays reference to current observable employee conduct. The system rates all employees in the organization; from managers to specialists and professionals based on its set 3-level scale that include Not Achieved, Achieved, and Exceeds. The system provides ratings on a three-layered scale; To be Improved, standard, and outstanding. The system does not focus on reward and punishment but focuses on motivating and developing employees to enhance optimal performance and productivity in the long-term.

Performance Ratings at the Organization

Telespazio’s employees’ performance ratings are designed and developed by the HR department with the aim of enhancing overall response to different aspects of productivity and optimal working. The company uses the SAP system to collect the requisite data to rate employees’ performance. Using the PAT model, the electronic data collection approach ensures that analysis of employees’ skills and competencies is not only standardized but also unbiased. The SAP develops specific training for employees for better needs’ identification (Profili et al., 2018). The organization also reviewed and transformed its PAT from a numeric-based model to a four-layered rating scale to improve accuracy and attain substantial consistency.

Telespazio Practices for Performing Appraisal Interviews

The organization conducts appraisal interviews for its employees at individual level. These discussions are focused on evaluation of the employee’s knowledge concerning their roles in the company. The interviews also evaluate employee’s perceptions concerning the positions that they have within the company. Using these personal performance interviews, the company can ascertain if the employees are in the right position and their performance and perspectives align with the overall goals and objectives of the organization (Lin & Kellough, 2019). Through this evaluation, the company can identify the optimal potential of the employee and if they need further training to align their goals on personal development with the overall organizational goals.

Changes and Strategies for Telespazio’s Performance Appraisal Tools

Performance appraisal and management is a continuous process that implores organizations to keep adjusting and integrating the best trends and practices in HR industry. The current performance appraisal practices at Telespazio are bearing fruits and helping the organization to attain better outcomes from its human resource (Ramchandani & Aggarwal, 2018). However, there is need for changes and integration of better practices that could lead to a more efficient, effective, and responsive system to industry dynamics. First, the company should have clear and well-explained performance appraisal process for its employees to enhance inclusivity, shared approach and understanding for better acceptance and adoption.

Secondly, the company is a multinational and commands sufficient resources to invest in a robust and responsive HR system that aligns with the internal dynamics of the organization. The organization should sustain its structure of the SAP model and seek a more refined version for better analysis and presentation of outcomes. The third change that the company can implement is group simulations to oversee the process and directly observe employee performance. Through this approach, performance managers observe the team at different stages of important projects and undertakings to ensure effective and efficient delivery. Further, the organization should also culture the culture of different regions and develop a performance appraisal system that captures some of the local aspects and dynamics. The organization must endeavor to adapt its international performance appraisal process to meet local environment dynamics based on cultural differences in every region.

New Performance Appraisal Tool and Interview

The organization can incorporate Assessment Center Approach which allows employees to attain clearer perception of their goals and alignment with organizational objectives. The outstanding advantage of this tool is that it does not just assess the present employee’s performance but predicts the future job execution. The tool has different assessment phases to ensure that employees become efficient in their roles and responsibilities (Ramchandani & Aggarwal, 2018). Employees participation in social simulations like fact-finding exercises, role-play informal interactions, making decisions and ensuring that they attain success in their roles and responsibilities.

Effective appraisal interviews should lead to satisfaction and promotion of employee’s competencies. The interview is the best and simplest for appraising an employee as ensures that both employee and the manager participate in career development and plan based on a certain direction for the benefit of all involved. The participation of employees ensures that they give their feedback about the effectiveness of the process.

Benefits of the Tool and Interview

The tool combines the present performance with the predicted one in the future for effective assessment and performance appraisal. The tool improves employee’s knowledge and boosts their reasoning abilities and efficiency. The tool can also be customized to fit different aspects of the assessment, organizational needs and employee’s competencies. The tool provides an insight into an employee’s personality based on competencies and values like adaptability, tolerance, problem-solving, ethics and integrity (Lin & Kellough, 2019). The appraisal interviews foster efficiency in the organization provides a chance to discuss employee’s career plans leading to professional development for their roles. Through this approach, an organization gets a clearer picture of their position and alignment with overall goals and objectives.

Two Recommendations to Performance Appraisal Expectation

The two recommendations that the leadership at Telespazio can explore to help them meet performance appraisal expectations is to incorporate management by objectives and 360-feedback mechanisms. These approaches ensure that managers carry out performance appraisals with the most minimal biases and differences (Ramchandani & Aggarwal, 2018). For instance, management by objectives (MBOs) allows managers and employees to have join sessions to strategize, coordinate and communicate focus goals for a certain period like a year. The MBO is utilized as a performance appraisal tool to meet main organizational goals and objectives. The 360-degree feedback assesses an employee using feedback compiled from their circles of influence like reports and peers (Meinecke & Kauffeld, 2019). The method eliminates bias in performance appraisal and allows the individual to understand their competence. These tools can enhance the current appraisal models used by the organization.

Conclusion

Performance appraisal is a critical process for organizations like Telespazio with operations at both local and international levels. The case study shows the importance of investing in performance appraisal tools that are objective and help organizations to align their goals and objectives with the HR competencies, skills, and knowledge. The analysis shows that effective integration of performance appraisals leads to better and optimal productivity for organizations.

References

Lin, Y. C., & Kellough, J. E. (2019). Performance Appraisal Problems in the Public Sector:

Examining Supervisors’ Perceptions. Public Personnel Management, 48(2), 179–202. https://doi.org/10.1177/0091026018801045

Meinecke, A. L., & Kauffeld, S. (2019). Engaging the hearts and minds of followers: Leader

empathy and Language style matching during appraisal interviews. Journal of Business

and Psychology, 34(4), 485-501. https://doi.org/10.1007/s10869-018-9554-9

Profili, S., Sammarra, A., Innocenti, L., & Gabrielli, G. (2018). Performance appraisal at

Telespazio: Aligning strategic goals to people development. In The Italian Model

of Management (pp. 31-48). Routledge.

Ramchandani, M. S., & Aggarwal, M. R. (2018). Performance Appraisal–Techniques and

Critical Evaluation. JIM QUEST, 14(2), 77.