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.

It is a method that evaluates the performance of people through

previously defined and graduated evaluation factors. This method uses a
double-entry form in which the horizontal lines represent the
performance evaluation factors, while the columns (vertical direction)
represent the degrees of variation of these factors.

1. Provides evaluators with an evaluation instrument that is easy to

understand and simple to apply.

2. It allows an integrated and summarized view of the evaluation factors,

that is, of the performance characteristics most highlighted by the
company and the situation of each employee before them.
 3. It requires little work from the evaluator in the registration of the
evaluation since it simplifies it enormously.

o Describe the checklist method and its benefits.

Checklists aim to perform checks to ensure that nothing important is

forgotten during the execution process, which can compromise the
results.

1. In addition, they guarantee that the activities are carried out in an

organized manner.

2. They help maintain organization by providing the details of each

step of a process.

3. They contribute to the motivation of the collaborators, since at

the end of each of the tasks the brain considers it as a small
conquest, which releases dopamine and provides satisfaction.

o Describe the participatory management by objectives' method.

Participatory management is a type of management that requires the

cooperation of the staff of a company with the aim of creating a
commitment and developing initiatives within the work teams, in order
to increase productivity and efficiency.

1. Structure with few hierarchical levels.

2. Speed in decision making.
3. High motivation of all participants because their work is valued more.
4. Greater sense of belonging to the company by employees due to the
responsibilities given to them.

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.
 It is important because this way you can make it very clear to the reader
what you are asking for and there will be no confusion later, so people
can know that they will evaluate and how they will do their role.

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

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

graphic scales checklist participatory

management
A linear scale, also A checklist is a type of Participatory
called a bar scale, scale job aid used to reduce management is a
bar, graphic scale, or failure by management
graphical scale, is a compensating for philosophy and
means of visually potential limits of approach in which
showing the scale of a human memory and employees at all levels
map, nautical chart, attention. It helps to of an organization are
engineering drawing, ensure consistency engaged in planning
or architectural and completeness in and decision-making
drawing. A scale bar is carrying out a task. A to optimize
common element of basic example is the organizational
map layouts. "to do list" effectiveness.

o Describe the importance of incentive programs and how you would

apply them to this case.

They are very important since this helps the worker a lot to do things
well, people sometimes need a motivation so if they do not have it
personally it can be very helpful that we grant it to them.

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. Create conditions that generate motivation in the employee

2. Observe and document performance
3. Update and revise objectives and standards as conditions change
4. provide feedback on performance and instruction as problems or
opportunities arise
5. provide opportunities for professional development
6. Reaffirm progress towards goals
 7. Review the employee's role within the organization, duties and
responsibilities.

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

This task helped me to know more about how to manage the decision
making that can occur in companies, I learned that employee
engagement is a fundamental concept in the effort to understand and
describe, both qualitatively and quantitatively, the nature of the
relationship between an organization and its employees. Performance
evaluation is the process by which manager or consultant examines
and evaluates an employee's work behavior by comparing it with
preset standards, documents the results of the comparison and uses
the results to provide feedback to the employees to show where
improvements are needed and why. And Competency-based pay is a
pay structure that compensates employees based on their skill set,
knowledge, and experience rather than their job title or position. A
competency-based pay plan encourages employees to reach the pay
rate that they want by taking charge of improving their skills and
work.