Nombre: Brayan Eduardo Gonzalez Diaz

Nombre del curso: ADM: TALENTO Nombre del profesor:Aurora Elena

HUMANO Campuzano

Módulo: 2 Actividad: 4

Fecha: 19/10/2022

 Bibliografía:

To learn more about performance management, we recommend reading:

Kriegel, J. (2022). Top Three Trends In Performance Management In 2022. Retrieved from
https://www.forbes.com/sites/forbeshumanresourcescouncil/2022/05/13/top-three-trends-
in-performance-management-in-2022/?sh=1d3d3d202177

To learn more about the challenges of performance management, we recommend reading:

Sherman, F. (2020). Challenges in Performance Appraisal. Retrieved from

https://smallbusiness.chron.com/challenges-performance-appraisal-1262.html
Part 1
Analyze the following case.

Based on the creation of the new sales supervisor position, the talent area is evaluating the
allocation of his monthly salary. To do this, it has conducted an exhaustive analysis of the
competitive market, as well as a review of the company's salaries, starting with the hierarchical
level, the responsibilities of the position, and its impact on the profitability of the business.

With this analysis, several needs have been noted that should place Herbolaria Inc. as a place
where candidates seek to work and, furthermore, where employees feel loyalty to the company.
In this way, a meeting has been called with the team's experts to determine a new form of salary
allocation and based on this, propose an evaluation method with points, assessing well-defined
criteria, as well as their weighting.

The experts talk about different methods and propose the addition of an incentive program that
attracts more talents with better preparation. It should be noted that this is a proposal based on
the creation of a new position for operational needs, so the idea is to present this proposal to the
shareholders and sell the benefits of this new way of working, which, although it may require a
non-estimated budget, in the longer term may represent a well-taken investment with its variants.

1. Once that you read the case, answer the following:

o Describe the graphic scales method and its benefits.

They evaluate the performance of people through previously defined and adjusted
evaluation factors. It is a double-entry table, where the evaluation factors are
recorded in the rows, and in the columns, the ratings given to them. Sometimes
they are weighted in percentages or in numbers. When qualifying them a
summative evaluation is carried out, assigning a grade.

o Describe the checklist method and its benefits.

This method is carried out from a relationship that lists the evaluation factors that
will be considered (checklist) for each worker. Each of the factors receives a
quantitative evaluation. The checklist works as a kind of reminder for the manager
to evaluate all the main characteristics of a collaborator. It is very similar to the
graphic scales' method but in a simplified version.

o Describe the participatory management by objectives' method.

This method consists of adopting a performance management system with the

participation of the collaborators and their managers. It seeks to avoid
arbitrariness, autocracy, and the continuous state of tension due to the
qualification of those involved. Now the evaluation is democratic, participatory,
inclusive, and motivating. It is achieved through the following six stages
Part 2                                                           

2. Based on how the position of the sales area supervisor will be evaluated, considering the
premise that you are from the talent area, answer the following:

o Mention the importance of clearly describing the criteria for the checklist
evaluation.

In general, these criteria are focused on the fundamental competencies that

students must achieve in order to avoid a significant delay. Knowing them helps
prevent blockages in the progress of students throughout the primary stage and
beyond

o Make a comparative table of the three types of methods for performance

evaluation (graphic scales, checklist, and participatory management).

description method Model Example

graphic scales They evaluate the
performance of
people through
previously defined
and adjusted
evaluation factors.
It is a double-entry
table, where the
evaluation factors
are recorded in the
rows, and in the
columns, the
ratings given to
them. Sometimes
they are weighted
in percentages or in
numbers
checklist This method is
carried out from a
relationship that
lists the evaluation
factors that will be
considered
(checklist) for each
worker. Each of the
factors receives a
quantitative
evaluation.
participatory This method 1. Formulation of agreed
management consists of adopting objectives.
 a performance 2. Personal commitment
management towards the achievement
system with the of the objectives that
participation of the were formulated together.
collaborators and 3. Negotiation on the scope
their managers. It of the resources and
seeks to avoid means necessary to reach
arbitrariness, the objectives.
autocracy, and the 4. Performance.
continuous state of 5. Constant monitoring of
tension due to the the results and their
qualification of comparison with the
those involved objectives.
6. Intensive feedback and
continuous joint
evaluation.

o Describe the importance of incentive programs and how you would apply them to
this case.

They generally help organizations attract new and better talent and retain it.
Incentive programs are designed to attract, engage, and retain talent. Incentives
themselves are rewards and benefits used to motivate positive behaviors in your
workforce, I would apply them by rewarding the attitudes and responsibilities of
the workers, either financially or with special recognition.

o With the information from the previous point, design the format that you would
use for the evaluation with checklist for the position of supervisor. Include at least
seven criteria.

1. Good attitude
2. Responsible
3. Complete your activities
4. zero fouls
5. Zero delays
6. I comply with his uniform
7. commitment to the company

Part 3

3. Conclude with a reflection that includes the following points:

o Employee engagement concept

o Performance evaluation concept

o Competency-based pay concept

Well as a conclusion I can say that the commitment of the employees is very important because
that makes people speak well of it, when you start it is what stands out the most about you as an
employee, in terms of evaluation it is something that you see over time because everyone arrives
knowing what to do, so they are given a time limit so that they can learn to do the activities that
are carried out within the company so that they can now evaluate their performance