Assignment 5

Human Resource Management

Performance Appraisal
Submitted by;
AJMAL
1. What specifically should Carter and Jennifer cover in their new employee orientation program
and how should they convey this information!
 
Answer; The Performance Appraisal

After spending several weeks on the job, Jennifer was surprised to discover that her father not
formally evaluated any employee’s performance for all years that he had owned the business.
Jack’s position was that he had a hundred higher priority things to attend to. Such as boosting
sales and lowering costs. And in any case many employees did not stick around long enough to
be appraisable anyway. Furthermore, contended Jack, manual workers such as those doing the
pressing and the cleaning did periodically get positive feedback in terms of praise from Jack for a
job well done, or criticism, also from jack, If things did not look right during one of his swings
through the stores. Similarly Jack was never shy about telling his managers about store problems
so that they too get some feedback on where they stood.
This informal feedback notwithstanding, Jennifer believes that a more formal appraisal approach
is required. She believes that there are criteria such as quality, Quantity, attendance and
punctuality that should be evaluated periodically even if a worker is paid on piece rate.
Furthermore she feels quite strongly that the managers need to have a list of quality standards for
matters such as store cleanliness, efficiency, safety and adherence to budget on which they know
they are to be formally evaluated.
Develop a performance appraisal method for the workers and managers in each store.
Jennifer should use the three step of the Performance Appraisal;
1; Establish Goals and Performance standards
2; Appraise the Employee’s Performance
3; Feedback and Take Correction and Action; Coach and Council Employee or other steps as
required.

Orientation should cover: Information on employee benefits and personnel

policies - Company structure, processes and operations - Safety measures and regulations -
Facilities tour- Daily routine
They do not need to be kept separately, and in fact both Jean and the employees would be better
served by incorporating standards and procedures into the body of the description. The exception
to this would be if the standards and procedures are so complex or involved that it becomes more
pragmatic to maintain a separate procedures manual. 3. How should Jean go about collecting the
information required for the standards, procedures, and Job description?
She should first go about conducting the Job analysis, collecting information about the work
activities, human behaviors, machines, tools, equipment, and work aids, performance standards,
Job context, and human requirements. The best methods for collecting this information in this
case are through interview, questionnaires, observation, diaries/logs maintained by employees. In
addition, she should ensure that she is identifying the essential functions of the Job, and that the
descriptions comply with the law. Chapter 5: Human resource planning and recruiting
Continuing Case: The carter cleaning company: Getting better applicants 1 . First, how would
you recommend we go about reducing the turnover in our stores? NAS: The students should base
their responses on the information presented in the advertising section of the chapter, and their
response should include placing and constructing ads that will attract candidates who will find
the Job attractive. Lemonier can do a quick analysis on what it costs her to recruit and train a
new employee (including the cost of lower productivity as a person learns a new Job). Every
reduction in employee turnover can be translated to dollars.

Q;2 Is Jennifer right about the need to evaluate the workers formally? The managers?
Why and why not?
Answer;
Performance Appraisal Method
1; Graphic Rating Method
2; Alternation Ranking Method
3; Paired Comparison Method
In fact, Jennifer can improve working conditions without any change in near pronto it seen pays
tort improvements from savings in employee turnover costs. The best source of ideas from
improvement may come from exit interviews (what would we have done to our Nor environment
that would have made you more likely to stay? ), and from existing employees. Students are also
likely to suggest some of the following; air-conditioned Nor space, more employees (so workers
work fewer hours), longer or more frequent breaks. Other students will consider more complicate
solutions like Job rotation.

Still others might suggest the use of deferred compensation or profit sharing to keep employees a
full year (e. G. , $8. 50 per hour, $7. 50 now, one dollar per hour paid at [ear end to the
remaining employees). 2. Provide a detailed list of recommendations concerning how we should
go about increasing our pool of acceptable Job applicants, so we no longer have to hire almost
anyone who walks in the door. (Your recommendations regarding the latter should Include
completely worded advertisements and recommendations regarding any other recruiting
strategies you would suggest we use.

The students should review the section on external sources of candidates, and their responses
should include advertising and the possible use of employment and/ or temp agencies. Or
specifically, my recommendations should include: a completely worded classified ads. Students
will vary in their creative approaches. A good teaching method is to have them email their ads to
each other and have the students rank order which ad they would apply to. Determine what made
the ad attractive and ask the other students to modify the ad according to what they Just learned. .
Recommendations concerning any other recruiting strategies you suggest they use. Students will
offer a wide variety of suggestions. Among the likely responses are: radio ads, flyers/handbills,
and direct mail to former employees (we miss you? maybe the grass didn’t turn out to be greener
on the other side). Some students will consider target marketing. For example, Jennifer could re-
engineer the Job to fewer hours and recruit part time workers, greatly increasing the pool of
potential employees.
Jack position was that he had a hundred higher priority things to attend to such as boosting sales
and lowering costs and in any case many employees didn’t stick around long enough to be
appraisable anyway. Furthermore, contended Jack manual workers such as those doing the
pressing and the cleaning did periodically get positive feedback in terms of praise from Jack for a
job well done or criticism. Jack was never shy about telling his managers about store problems
so that they too got some feedback on where they stood.