HND大三人力资源管理实务第三次

The Appraisal System of A G Bell Ltd

Introduction: This report involved the objective of A G Bell Ltd introducing an appraisal system; the advantages and constraints of appraisal systems; the type of appraisal scheme; and the guidelines to issue to managers in A G Bell.

Section1

（a）Key objectives of A G Bell Ltd introducing an appraisal system:

-To improve organizational performance. In the case, A G Bell Ltd approach to its workforce is reflected in its desire to achieve the Investors in People standard over the next year. Introducing an appraisal system can help company achieve organization objective.

-To confirm the standards of performance required, and restate expectations to the employee. In the case, when traditional manufacturing industries were at their peak, High Town experienced very little unemployment. With the downturn in traditional industry, unemployment rates reached an all-time high. So it need confirm the standards of performance required.

-To make further plans for inpidual career development. The workforce at A G Bell Ltd perse and the organization benefits from the opportunity to recruit staff from a variety of disadvantaged groups.

-To provide feedback to management. In the case, use appraisal system can help manager find what the staff deficiency things and preponderance, and according this the manager can assign jobs reasonable.

-To achieve departmental objectives through staff. In the case, the organization very attention about people, because they through staff to achieve the objective about the organization. The appraisal system will give the staff more power to working more effective.

-To motivate the employee，for ensure the need of training. In the case, A G Bell Ltd is exploiting cutting edge technology. So they needs training them for grasp the new knowledge.

(b) Advantages of appraisal systems -It can provide information for manager.

-It can help organization make plan for solve problems and allocation resource. -This is a implement and manage transform way.

-It benefits for build team and it can improve team relationship between different team.

-It can enhance communicate and cooperation in the different organization, it can help organization achieve the target.

- It can make sure what the staff development and train needs, and it benefit for the reserve force develop of staff. Constraints of appraisal systems

-Too much paperwork and trivial included in process

-Preoccupation with the process itself rather than with the outcomes of the process -Inappropriate or irrelevant measures of performance -Lack of trust between managers and employees

-Too time-consuming

-Employees are encouraged to focus on meeting objectives set by the appraiser, and as a result, quality is compromised

-Managers paying lip service to the system rather than linking employee objectives to organizational goals

Section2

(b) I think the A G Bell Ltd suit the behaviorally anchored rating scales.

(1) Although establishing BARS for each of the job role in a large and complex organization could be very time-consuming, but implement it will save time.

(2)This method are very useful and exactly. In the case, the staff can easy to find what skill they deficiency. The result of appraisal can help A G Bell Ltd offer some necessary change to learning and training for enhance the staff quality.

(3) This method have enough democracy, it easy make staff acceptable. A G Bell Ltd think people are valued as a key resource, so the appraisal system democracy will help company retain the employee.

(4) This method has an good feedback function. In the case, the good feedback function will help A G Bell Ltd staff remedy shortage and developed good qualities. Section3

The guidelines to issue to managers in A G Bell Ltd: Appraisee and appraiser prepare before the meeting:

(1) Ensure that appraiser and appraise are properly trained in the appraisal process. (2) Plan the place, time and environment to ensure there will be no interruptions.

(3) Review the appraisee’s previous employment history.

(4) Obtain the appraisee’s job description if such a document exists---if not, then the appraise could prepare an informal but written account of what they understand tobe a description of their present job role.

(5) Obtain feedback on the appraisee’s performance.

(6) The appraise should undertake a self review of their own work performance. (7) Prepare an agenda for discussion at the appraisal meeting. (8) Complete any in-house preparation documentation. During the meeting:

(1) The appraiser and appraise should endeavor to actively listen to each other. Both parties should discuss, make suggestions and suggest alternatives.

(2) The apprise should be encouraged o talk, and to identify potential barriers to achieving performance targets and solutions.

(3) Both appraise and appraiser should discuss potential ways of improving performance.

(4) Both appraiser and appraise should agree the degree of confidentiality to be associated with the meeting. Privacy and confidentiality:

(1) Appraise arrangements must maintain a certain degree of privacy,

(2) Appraise process must keep confidentiality. The appraiser will easy make the objective decide

Before the close of the meeting, both parties should: (1) Agree performance targets or objectives

(2) Agree the appraisee’s training needs and make suggestions for training solutions. (3) Agree an implementation plan for the actions that have been agreed (4) Summarise what was has been discussed and check understanding.

(5) The appraise system process should obtain the legislation. Like: The Sex Discrimination Act, The Equal Pay Act (EPA) 1975, National Minimum Wage Act 1998, The Disability Discrimination Act1995, …… 此处隐藏：4455字，全部文档内容请下载后查看。喜欢就下载吧 ……