HRM 635 Week 6 Performance Appraisal at Telespazio Aligning Strategic Goals to People Development

Grand Canyon University HRM 635 Week 6 Performance Appraisal at Telespazio Aligning Strategic Goals to People Development– Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University HRM 635 Week 6 Performance Appraisal at Telespazio 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 Week 6 Performance Appraisal at Telespazio Aligning Strategic Goals to People Development                      

Whether one passes or fails an academic assignment such as the Grand Canyon University HRM 635 Week 6 Performance Appraisal at Telespazio 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 Week 6 Performance Appraisal at Telespazio Aligning Strategic Goals to People Development                      

The introduction for the Grand Canyon University HRM 635 Week 6 Performance Appraisal at Telespazio 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 Week 6 Performance Appraisal at Telespazio Aligning Strategic Goals to People Development                      

After the introduction, move into the main part of the HRM 635 Week 6 Performance Appraisal at Telespazio 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 Week 6 Performance Appraisal at Telespazio 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 Week 6 Performance Appraisal at Telespazio 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 Week 6 Performance Appraisal at Telespazio Aligning Strategic Goals to People Development

Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development 

Human resource management (HRM) is a crucial component of an organization’s leadership and development concerned with employees’ relationships, motivation, and overall performance. Among many roles, HR managers guide the organization in reviewing employees’ performance to determine whether it matches the desired levels. Accordingly, performance appraisal is a crucial function for determining employees’ job performance and their overall contribution to the organization. It enables departmental leaders and the management to provide positive feedback, develop programs for employees’ growth and development, and determine how to motivate employees. The case study of Performance Appraisal at Telespazio illustrates how appraisal systems are used in organizations. The purpose of this paper is to describe how the organization uses appraisal assessments, improvements required, and benefits of selected appraisal tools and interviews. 

Performance Appraisal at Telespazio 

Using the Appraisal Assessments to Identify Employee Roles 

Organizations use performance appraisal differently. However, their primary purpose is to ensure that an employee’s performance is reviewed and documented (Addabbo et al., 2020). Telespazio uses appraisal assessments to identify employees’ roles through the company’s electronic assessments that evaluate employee performance and identify the organization’s needs. When reviewing the performance, the electronic system collects information regarding employees’ roles, expected performance, and current performance. The assessments also enable the organization to assess and determine the skills needed for an employee to perform optimally. A comparative assessment of the current versus the desired outcomes also guides the organization in determining the necessary development programs to optimize performance. 

The Current Appraisal Systems and Performance Ratings  

Appraisal systems vary depending on an organization’s objectives, type of employees, and technological resources. From the case study, the organization used the group model before resorting to the matrix approach, a strong controlling model to take advantage of synergies (Profili et al., 2014). It also relies on the Telespazio Performance Appraisal for Development (TPAD). The primary reason for adopting this system was to ensure that the appraisal process is transparent and could efficiently provide reliable data on critical aspects such as compensation, employee training, and career advancement processes. The appraisal assessment’s focus areas are employees’ roles and competencies since the performance in each aspect profoundly affects the organization’s productivity. Performance ratings when focusing on roles and competencies include exceptional, beyond expectations, achieved expectations, met some expectations, and some expectations were met. Each rating can also be given a value to quantify performance. 

The other appraisal system characterizing Telespazio’s performance review methods is the 360-degree feedback applied concurrently with the management by an objective system. From a practice dimension, the system enables the organization to appraise performance and organizational needs objectively (Sharma, 2020). The defining element of the management by objectives (MBO) is organizational managers and employees collaborating to identify and organize objectives that will guide the appraisal process. They also set clear goals and objectives and develop mechanisms to achieve the set goals. The feedback element ensures that the organization involves employees in the assessment process. Incorporating employees ensures that the assessment is transparent and employee-centered (Sharma, 2020). Ratings used include excellent performance, high, adequate, and low (to be improved). The 360-degree approach also allows employees to rate their managers. Ratings include excellent, achieved, partially achieved, and not achieved. 

Telespazio’s Practices for Appraisal Interviews 

The organization’s practices mimic the general approach in many contemporary organizations. During the pre-interview period, managers and employees prepare for the performance appraisal by gathering relevant data about their performance and expectations. During the interview, the focus is primarily on employee results, gaps between the current and the desired performance level, and interventions necessary to address the performance gaps. Identifying performance gaps helps the organization, through the management, to address employee needs and weaknesses comprehensively (Addabbo et al., 2020). After the interview, appropriate training, mentorship, and other performance enhancement strategies follow to address the identified weaknesses.  

Necessary Changes to the Current Performance Appraisal Practices 

Generally, Telespazio’s assessment practices are effective since they help assess performance gaps and guide improvement. Also, they include pre-assessment, assessment, and post-assessment components. One of the changes that could be implemented to the current performance appraisal practices is quantifying the performance rating. The current ratings are primarily qualitative since they describe the performance as excellent, met expectations, and need improvement, among other ratings. Quantifying the ratings by assigning numerical figures is vital to provide the magnitude of performance. The other important change is to expand the current system. The TPAD system reviews performance by concentrating on the elements mainly used in the United States. As an international company, Telespazio should include elements used in other countries to ensure that it can assess diverse cultures fairly and competently.  

New Performance Appraisal Tool, Interview Method, and Benefits 

The organization currently relies on the TPAD system to assess its performance. The tool primarily focuses on employees’ performance without including appropriate development programs. The system is also qualitative. In response, Telespazio should consider electronic checklists with a weight or scale value attached to them. The tool evaluates and rates employees’ behaviors besides their performance. The other advantage of checklists is to allow independent rating and enable the organization to assess many skills and behaviors affecting performance. Assessing numerous components also minimizes bias in performance rating. On the effective method for conducting a performance appraisal interview, Telespazio should incorporate ranks when interviewing employees and managers. Under the ranking method, employees’ performance and behaviors in the same and different workgroups are ranked, and relative positions are provided numerically (Sharma, 2020). The other consideration is to use external performance assessors to reduce bias as much as possible. 

Recommendations to Telespazio Leadership 

Performance appraisals should have a positive purpose. They should accurately assess performance to guide the organization appropriately. The first recommendation to Telespazio leadership is to consider external assessors to ensure that the process is unbiased and objective as much as possible. The other recommendation is to ensure that the appraisal results are open for employees to see their strengths and areas requiring improvement. To enhance performance, the leadership should ensure adequate strategies to motivate employees based on their results.  

Conclusion 

The appraisal process involves a regular review of the employees’ job performance and contribution to an organization. It is usually an annual process to evaluate employees’ skills, achievements, and skill gaps. Telespazio’s case study provides a detailed analysis of the appraisal process, tools, and the interview process. It demonstrates how managers and employees can collaborate to assess performance and develop intervention programs to improve results. As recommended in this paper, Telespazio’s leadership should ensure adequate performance improvement strategies after appraising performance. Effective strategies include training and development, mentorship, and reward programs. 

Also Read

HRM 635 Leveraging Human Capital

HRM 635 Organizational and Personal HR Development Plan

HRM 635 Performance Appraisals: Aligning Strategic Goals to People Development 

References 

Addabbo, T., Ales, E., Curzi, Y., Fabbri, T., Rymkevich, O., & Senatori, I. (2020). Performance appraisal in modern employment relations. Springer International Publishing. 

Profili, S., Sammarra, A., Innocenti, L., & Gabrielli, G. (2014). Performance appraisal at Telespazio: Aligning strategic goals to people development. International Journal of Case Studies in Management, 12(1), 1-17. 

Sharma, F. C. (2020). Marketing management by Dr. FC Sharma: SBPD Publications (Vol. 1). SBPD Publications.