Managing Employee Performance.

Managing Employee Performance
Brandon Berzas
HMRT 300 Unit 4 IP
Professor Horvath
May 1, 2019

Executive Summary
This assignment on managing employee performance aims to understand the lacuna in the
existing performance appraisal used by Matrix and implement a new one to improve the
performance of the staffs and revenue of the company. In the process the company also
conducted the training need analysis to close the openingamongst actual performance and set
performance of the employees. Further various motivational theories are compared and
contrasted to evaluate how performance appraisal process gets influenced by the motivation of
the staff and the relationship between inspiration and capability to achieve is also identified.
Finally, strategies are identified to advancepersonal performance at Matrix and lowerundesirable
reaction to performance appraisal process.

Table of Contents
Executive Summary.........................................................................................................................2
Performance Appraisal....................................................................................................................4
Motivational Theories......................................................................................................................5
Maslow‘s Need Hierarchy Theory...............................................................................................5
Herzberg’s Motivation Hygiene Theory:.....................................................................................7
McClellan’s Need Theory:...........................................................................................................7
Vroom’s Expectancy Theory:......................................................................................................8
Relationship between Performance appraisal and employee motivation.....................................9
Correlation between Motivation and ability to perform............................................................10
Strategiesto reduce negative reactions to the performance appraisal process:..........................10
Ethical and legal dilemmas associated with "potential bias" within performance appraisal
systems.......................................................................................................................................11
Absence of adverse impact........................................................................................................11
Court case studies (e.g., Albemarle Paper Co. v. Moody).........................................................12
Why formal evaluation criteria will ensure a reduction in rater bias and increase legal
compliance.................................................................................................................................12
References:....................................................................................................................................14

Performance Appraisal
Performance Appraisal is processing to evaluate the work ethic of the workers. Employees’ job
dutiesshould beassessedon the basis of the projects on which the employees have worked and
have contributed to the organization. This is also known as an annual review or performance
review (Dusterhoff , Cunningham &MacGregor,2013).
(Source:Lussier, & Hendon, 2017)
The above figure shows the standard performance appraisal process that has taken place in the
organization.This process is conducted twice a year that include semi annually and annually.