HRM 635 Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development
Grand Canyon University HRM 635 Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development-Step-By-Step Guide
This guide will demonstrate how to complete the HRM 635 Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.
How to Research and Prepare for HRM 635 Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development
Whether one passes or fails an academic assignment such as the Grand Canyon University HRM 635 Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.
After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.
How to Write the Introduction for HRM 635 Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development
The introduction for the Grand Canyon University HRM 635 Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.
How to Write the Body for HRM 635 Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development
After the introduction, move into the main part of the HRM 635 Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.
Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.
How to Write the Conclusion for HRM 635 Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development
After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.
How to Format the References List for HRM 635 Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development
The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.
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There is no question that the success or failure of any organization rests squarely on the methods it uses in its operations. From the most basic tasks to the most complex undertakings, everything must be done with purpose and precision if results are to be achieved. Whether it is a company producing products or a school educating students, all organizations must use effective methods if they are to accomplish their objectives. There are many different factors that contribute to the success of an organization, but none is more important than using the right methods. With so much at stake, it is essential that managers and leaders choose their methods wisely and constantly strive to improve them. There can be no room for complacency when it comes to ensuring that an organization runs. A performance evaluation is a standard practice at Telespazio, and the whole process frequently comprises assessing the workforce, their performance levels in various roles allocated to them, and their levels of knowledge. The examination of an employee’s overall performance is part of the performance appraisal process in this company. The purpose of this assignment is to analyze the performance appraisal at Telespazio.
The success of an organization’s goals is always reliant on the methods used in its operations. Most companies use performance evaluations to keep their employees productive. In companies, performance evaluation is a crucial procedure since it is one of the aspects necessary to improve the overall performance of
the company (Sharma & Sharma, 2017). Various healthcare organizations have routinely conducted performance evaluations to pinpoint their operations’ weak points and accentuate their advantages. Institutions of healthcare have made performance assessment systems a top priority as a strategy to ensure that all patients get high-quality treatment by ensuring that only highly qualified and experienced healthcare personnel are involved. There are a variety of ways to guarantee that a performance evaluation is a success. These tactics or approaches are dependent on the goals of the company and the staff.
In order to ensure quality and efficiency, most healthcare companies participate in performance evaluations (Bernardin & Wiatrowski, 2018). Healthcare institutions are working to find the best ways to address the rising demand for high-quality healthcare services. It is therefore possible to identify the best practices that lead to adherence to standard treatment protocols via performance evaluation. From the case study, it is Telespazio’s goal to increase openness and emphasis on the employee’s duties and abilities via performance evaluations. To guarantee that references are made to the employee’s observed actions, the performance evaluation is always conducted. Generally speaking, Telespazio’s performance evaluation system helps the company’s management to identify certain necessary modifications to increase performance in delivering quality healthcare services.
Current Evaluation Methods
Telespazio has a three-step appraisal process that includes self-appraisal, peer review, and management review. The company also has
specific practices for conducting appraisal interviews. The self-appraisal step is intended to help employees assess their own strengths and weaknesses. Employees are asked to complete a self-assessment form and to provide examples of their work that demonstrate their strengths and weaknesses. The peer review step is intended to allow employees to receive feedback from their peers. Peers are asked to complete a peer review form that assesses the employee’s strengths and weaknesses and provides feedback on the employee’s work. In Telespazio’s evaluation procedures, there is always consideration for diverse assessment methodologies. Telespazio uses continuous interview sessions as one of its performance evaluation strategies. Interviews are often used by companies to assess the level of expertise of potential hires across a range of functional areas. Furthermore, the interview process often includes a review of an employee’s proficiency in a variety of operational areas. Interviews are conducted in a variety of methods, including face-to-face and through the internet (Oh & Lewis, 2017). The interview process is designed to guarantee that the employee’s talents and competences are thoroughly evaluated.
How the Organization Uses the Appraisal
Assessments to Identify Employee Roles
At Telespazio, there is always the use a variety of appraisal methods to help identify the roles that employees play within the company. These assessments allow the management to better understand each individual’s strengths and weaknesses, as well as their preferences for specific tasks and responsibilities. By understanding these approaches, the management can place employees in positions where they are best able to contribute to the organization’s success. One of the first steps in the company’s appraisal process is to have each employee complete a self-assessment (Payne et al., 2019). This helps the company get a sense of how they see themselves in terms of their skills and abilities. Employees are also asked about their goals and aspirations, so that they can align their role within the company with their personal development plans. Overall, Telespazio uses the appraisal assessments to identify employee roles. The company appraises employees on their skills, experience, and performance. Telespazio also uses the assessments to identify potential candidates for future roles.
The Current Appraisal Systems and Performance Ratings
Currently, Telespazio uses a focused checklist approach to appraising employee performance. Under this system, employees are evaluated against specific criteria that have been determined to be most important for their role. This allows for a more targeted assessment and helps to ensure that everyone is held to the same high standards. Additionally, it provides employees with clear feedback on what they need to do in order to meet or exceed expectations.
At Telespazio, the management also appraise employee performance using a trait-focused system. This means that rather than simply looking at an overall rating or score, they focus on specific areas of strength and improvement for each individual. The management also use a ranking system to ensure that everyone is compared fairly against their peers. Using this appraisal system, the management have been able to create a more accurate and holistic picture of employee performance, a scenario that provides a fairer and more meaningful measure of an individual’s contribution to the company. Performance ratings are just one part of the appraisal process, but they provide valuable information that can help guide the decision-making processes.
Telespazio\’S Practices for Performing Appraisal Interviews
When it comes to conducting performance reviews, Telespazio always uses a variety of methods. As an example, a variety of interview situations are used to guarantee that the right skills and competencies of various individuals may be determined. When conducting performance evaluations, the organization’s culture and traditions are always adhered to. Organizational purpose and vision are other important considerations for management.
Telespazio’s appraisal interviews are designed to elicit honest and reliable feedback about an employee’s job performance. The interview process is structured and standardized, and all interviewees are given the opportunity to rate their satisfaction with various aspects of their job on a confidential scale. Telespazio also offers interviewees the chance to provide written comments about their work experiences (Profili et al., 2018). In order to obtain the most accurate and useful feedback possible, Telespazio conducts both group and individual appraisals. Group appraisals involve several employees being interviewed at the same time by a trained interviewer. This practice allows for increased objectivity, as well as a more efficient use of time and resources.
Conclusion
At Telespazio, the management takes pride in the appraisal processes. They believe that it is essential to the success of our company and its continued growth. The company’s appraisals are conducted by top managers and executives, who have extensive experience in the industry. The management team believe that this provides them with the best possible insight into the performance of all employees. The appraisal process at Telespazio is designed to be fair and objective, and to provide employees with feedback that is both constructive and actionable. Management team members recognize that each employee is an individual, with their own strengths and weaknesses, and they tailor their appraisals accordingly. Management team also believe that effective appraisals should be ongoing, rather than a once-a-year event.
References
Bernardin, H. J., & Wiatrowski, M. (2018). Performance appraisal. Psychology and Policing, 257. https://www.emerald.com/insight/content/doi/10.1108/MRR-04-2016-0084/full/html?fullSc=1&mbSc=1&fullSc=1
Oh, S. S., & Lewis, G. B. (2017). Can performance appraisal systems inspire intrinsically motivated employees?. Review of Public Personnel Administration, 29(2), 158-167. Retrieved from: https://journals.sagepub.com/doi/abs/10.1177/0734371×09331616
Payne, S. C., Horner, M. T., Boswell, W. R., Schroeder, A. N., & Stine‐Cheyne, K. J. (2019). Comparison of online and traditional performance appraisal systems. Journal of Managerial Psychology. https://www.emerald.com/insight/content/doi/10.1108/02683940910974116/full/html
Profili, S., Sammarra, A., Innocenti, L., & Gabrielli, G. (2018). Performance appraisal at Telespazio: Aligning strategic goals to people development. In The Italian Model of Management (pp. 31-48). Routledge. http://gcumedia.com/digital-resources/harvard-business-school-press/2013/performance-appraisal-at-telespazio_aligning-strategic-goals-to-people-development_ebook_1e.php
Sharma, A., & Sharma, T. (2017). HR analytics and performance appraisal system. Management Research Review. https://www.emerald.com/insight/content/doi/10.1108/MRR-04-2016-0084/full/html?fullSc=1&mbSc=1&fullSc=1
The most effective role that links employees and the company is the kind of value they bring to the company each day. Companies that cannot see the value in the employee or one of their employees would try to increase training or eliminate such employees. As a result, employees have remained the most important and effective resource in an organization. The need to understand the abilities of each employee has resulted in the development of various tools that could aid in the process. One of the tools is Performance Appraisal at Telespazio (PAT). This tool was developed by Telespazio company in Brazil. Scholars have approved that the tool is significant in managing employees and defining performance (Profili et al., 2018). The purpose of this paper is to explain how the organization uses appraisal assessments to identify employee roles, the current appraisal systems, performance ratings, and Telespazio’s practices for performing appraisal interviews.
Uses of Appraisal Assessments
The tool is the TPAD (Telespazio Performance Appraisal for Development), which is the main assessment system. This system is able to note weaknesses among employees and allow the stakeholders to propose ways of training employees. In doing so, they take a great deal of time working on employee identification to understand their needs and provide the best environment that can motivate employees to perform. The investment that management has in the employees is expected to be seen in the company’s operation. For instance, the training of employees and awarding of education scholarships are meant to equip employees with better skills that can aid in transforming the operation of the company (). Indeed, The level of engagement and empowerment of these employees defines the strength they will be aiding in driving a company to meet its obligations. Therefore, to avoid such issues, the TPAD tool is used to examine each employee’s strengths and weaknesses.
The tools lead to an informed decision on employee promotion through performance rating (Pisano, 2019). scholars expound that employees will always develop their perception of a company depending on the motivation and the level of treatment they receive from the management. Allowing employees to own the company affects all their operations towards the company. They would be working at the company as their own. These employees also understand the competition in the labor market such that they would be ready to search for greener pastures to meet their needs. Employees cannot thrive in a company with limited retention strategies but flourish in a firm that motivates and notes their effort. These actions are recorded by the tool and used in awarding employees.
The tool leads to the creation of value in an organization. It creates employee engagement and results in employee retention, which increases the value of a company to investors. The investors would observe the worker turnout and retention records to analyze an effective company that would give them value for their investment. A company with high worker turnout records would catch the investor’s attention as it defines the company’s problems. The performance index in a company is one of the main variables affecting the investors’ decision. The lower employee retention n strategies would affect the performance of a company and thus would further scare investors. Therefore, the tool creates a better understanding of employees, leading to effective value creation.
Changes or Strategies for Telespazio
TPAD system requires a frequent updates with the most recent technology to make it more effective. The current competition in the UT industry has resulted in more advanced appraisal tools that might render TPAD infective in the coming years. Therefore, it would be significant for the management to ensure that the tool is restructured to meet the changing demand of the employees. Again, it could also be remodeled to ensure that it meets the objectives (Pisano, 2019). However, applying the sample tool over again results in poor performance because of the changing environments that favor the application of the tool.
The tool should be remodeled to allow an automated hiring system that can understand employees’ behavior and signal an applicant’s fitness to be accepted at the company. Identifying employee behaviour trends and patterns, data collection, and analysis are central to being a competent leader. These skills enable the leader to develop various innovative ideas to foster employees to deliver the desired outcome. He further notes that the traditional approach to leadership is slowly losing significance in various organizations. In the traditional era, the leader had the final say on organizational issues. However, in the recent past, tools such as TPAD could be made to solve the issue of hiring and employee behaviour.
Description of The Appraisal Tool and Appraisal Interview
Telespazio is a unique tool as it uses the SAP management tool. This tool has been helping companies to make better decisions in the human resource department. Again, the tool is recognized internationally, implying that it is effective for many companies across the globe (Profili et al., 2018). The new version of SAP has a competitive advantage over companies as it aids in easier planning and support. More future developments would increase the tool’s effectiveness and ensure its success in managing employees.
Benefits of the Appraisal Tool and Appraisal Interview
Appraisal tools and interviews train the leaders on connective leadership. It encourages leaders to limit traditional styles of dealing with people and adopt modern leadership styles. This is where leaders seek advice from other stakeholders before making a decision that affects the organization. Such leaders enhance collaboration and communication between their subjects (Linder & Foss, 2018). They support a decision-making process where all stakeholders can speak their minds. In doing so, they can transfer the power of leadership to employees, who are the main stakeholders in the service delivery process. The harmonious coexistence developed between the leaders and followers would as well be a form of motivation that allows followers to unleash their full potential in meeting the desired outcome.
Recommendations
Telespazio needs increased automation of the system. This change would make the tool more effective in quickly handling a wide range of employees. Again, the company needs to increase customization options for the tools so that each can customize the tools according to the needs of their employees.
Conclusion
The operation of the HR system also needs to meet the needs of its employees to improve the overall outcome. The company’s employee engagement level has yet to attain the required level to motivate employees to register the desired performance. The change at the company leads to start from the leaders who would include employee engagement strategies within the management of all the departments. Therefore, appraisal tools and interviews are a great source of determining the ability of each worker in an organization.
References
Linder, S., & Foss, N. J. (2018). Microfoundations of organizational goals: a review and new directions for future research. International Journal of Management Reviews, 20, S39-S62.
Pisano, G. P. (2019). The hard truth about innovation. Harvard Business Review, 97(1), 62-71.https://static1.squarespace.com/static/5f335d8f379f9d38d30a78d6/t/607e6a9a2e00eb022cd0981c/1618897569455/The+Hard+Truth+about+Innovative+Cultures.PDF
Profili, S., Sammarra, A., Innocenti, L., & Gabrielli, G. (2018). Performance appraisal at Telespazio: Aligning strategic goals to people development. In The Italian Model of Management (pp. 31-48). Routledge.https://www.researchgate.net/publication/272157253_Performance_Appraisal_at_Telespazio_Aligning_Strategic_Goals_to_People_Development