Performance Appraisal Applications and Implementation
Organizations that develop, implement, monitor, and update performance appraisal systems need to make sure that the selection process considers all intended and projected uses (Kleiman & Simmering, 2011). These considerations include providing for the validity, reliability, utility, and legality of the process as it is employed in each application. Further, industry type, company size, occupation, and job level are factors that shape appraisal procedures and reporting. It is important for organizations to periodically review their performance measurement systems to ensure appraisals continue to meet acceptable standards and address company requirements.
For this Assignment, review the media for this week and consider the following scenario: Greenway Inc. has asked you to review its performance appraisals and uses. Consider the recommendations you might provide to management, and think about suggestions that you might give concerning appropriately handling and using the results of those performance appraisals. Then, consider how you might revise the performance appraisal process for Greenway Inc. to make it more effective and standardized.
Describe the performance appraisal process and explain how appraisals might be used at Greenway Inc. for the following:
Employee development
Pay raises or bonuses
Promotion
Talent management
Explain how you might revise the performance appraisal process for Greenway Inc. to make it more effective and standardized. Justify your recommendations with the literature. Provide an APA reference list and use appropriate APA citations throughout your assignment.
Submit by Day 7 your 5- to 7-page performance appraisal process and rationale.
Required Resources
Readings
Barr, M. A., & Raju, N. S. (2003). IRT-based assessments of rater effects in multiple-source feedback instruments. Organizational Research Methods, 6(1), 15–43.
Retrieved from the Walden Library databases.
DeNisi, A. S., & Kluger, A. N. (2000). Feedback effectiveness: Can 360-degree appraisals be improved? Academy of Management Executive, 14(1), 129–139.
Retrieved from the Walden Library databases.
Murphy, K. R. (2008). Explaining the weak relationship between job performance and ratings of job performance. Industrial and Organizational Psychology, 1(2), 148–160.
Retrieved from the Walden Library databases.
Naquin, C. E., & Tynan, R. O. (2003). The team halo effect: Why teams are not blamed for their failures. Journal of Applied Psychology, 88(2), 332–340.
Retrieved from the Walden Library databases.
Rynes, S. L., Gerhart, B., & Parks, L. (2005). Personnel psychology: Performance evaluation and pay for performance. Annual Review of Psychology, 56, 571–600.
Retrieved from the Walden Library databases.
Media
Laureate Education, Inc. (Executive Producer). (2013d). Performance appraisals [Interactive media]. Baltimore, MD: Author.
Note: Click on Human Resources -> Audio Appraisals
http://mym.cdn.laureate-media.com/2dett4d/Walden/PSYC/8576/01/mm/greenway/index10.html