School of Management Assignment PDF
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M A S S E Y U N I V E R S I T YS c h o o l o f M a n a g e m e n t ( A l b a n y )Lecturer’s NameDarryl ForsythPaper NameHuman Resource Management & Workplace Relations Paper Number:114702Honesty DeclarationI/we declare that this is an original assignment and is entirely my/our own work.Where I/we have made use of the ideas of other writers, I/we have acknowledged (referenced) the sourcein every instance.Where I/we have used any diagrams or visuals produced by others, I/we have acknowledged (referenced)the source in every instance.This assignment has been prepared exclusively by me/us for this paper and has not been and will not be submitted as assessed work in any other academic paper.I /we have read the Code of Student Conduct on the Massey University web sitehttp://calendar.massey.ac.nz/2007/statutes/dr.htm, clause (f), wherein it states [Students shall] “act withhonesty and integrity in submitting material or imparting information to the university”. Assessment &Examination Regulations clause (7) clarifies further that “dishonesty” is a breach of the Code of StudentConduct and will be dealt with accordingly.Family NameGiven Name(s)ID numberStudent SignatureDateTANNAVATSAL1706557206th May 2018Group Name or numberFor Office OnlyDate Assignment due: 6th May 2018Marker’s Name:Grade/Mark:..................................Marker’s Signature:Date:...................................
TANNA, Vatsal 17065572Assignment Two. Introduction: Performance review refers to the evaluation of individual work performance to obtain objective personnel decisions. It can also be described as the process of analyzing, obtaining and recording information on the value of work done by an employee (DeNisi & Murphy, 2017). Theappraisal system is the platform for supervisors and employees to interact and evaluate the strengths and weaknesses of the employee and plan of the way to improve the future performance. Organizations use performance appraisal to manage the employee’s performances (Armstrong and Baron, 2010).Organizations use different types of appraisal based on their requirements to benefit fromthe appraisal system (Appelbaum and Nur, 2011). The performance appraisal is advantageous toboth the employer and employee of an organization. The employees benefit by learning and understanding their key strengths and weaknesses, while the employers get to understand the ways to better the performance of the employees. A performance appraisal main goal is to manage the Performance of the organization.The evaluation helps determine how well the employees have performed and determines reasons for poor performance and determine areas of development needed by the employees to achieve their career goals. After the process completion of the process, the goals for the next performance appraisals are set, and the cycle continues.The sales representative manipulates the appraisal system and only schedule for the review during their biggest wins and the managers arein happy mood hence generalising their performance and attaining high marks during review. The sales team always time focus on timing the reviews. It has an impact on the management gauging the performance of the employee over a period of time as the evaluation will only be based on the current performance. The review will not cover the previous performances of the 2
TANNA, Vatsal 17065572Assignment Two. employee as the current performance will overshadow the poor performance in the previous months. Organisations use the performance appraisal system to identify the needs of their employees and use the information to plan the training needed. It identifies the specific areas where the employees need training and development(Ivancevich, 2009).. The appraisal identifies the deficiencies affecting performance, and the organization finds ways to address the problem by organizing training programs. The main aim of training and development is to develop the individual strengths and weaknesses of the organization (DeVries, Morrison and Gerlach, 2011). In the case where the employees manipulates by ensuring the review is done of the time when they have performed well or have initiated new projects, the appraisal will not be effective and the organization will fail to determine areas of correction needed.The use of limited time schedule is also used by the sales executives to manipulate the appraisal system. Time is critical and most managers prefer emphasising on the positive aspects of the performance. It is advantageous to the employees as they find a way out and shortening the review period where the managers do not have a lot of time to exhaust all the performance against the job description. The limited time also make employees appear dedicated to their workand is seen as a positive attribute to their work. This aspect has an impact on the performance appraisal system as data collected is used to assist employees to develop their career plans. The employee set their goals and identifies ways of achieving them. The organization develops the employees and ensures the qualification and right experiences required are available(Armstrong and Baron, 2010). The organization determines this through performance appraisal. A well-designed appraisal system can capture all the aspects of career planning and development. When all the data is not captured during appraisal due to lack of time, the it has an impact on the 3
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