Performance Project The objective of this assignment is to develop a performance appraisal instrume ...
Performance Project The objective of this assignment is to develop a performance appraisal instrument to evaluate the performance of your immediate supervisor or manager. You will be graded on the format and content of the appraisal instrument. The review form should include at least 4 attributes and 4 behaviors* that would be evaluated. The rating scale (1-5) must be a graphic rating scale with performance standards or behavioral examples that corresponds to each attribute** or behavior. An example can be found in Chapter 8 (pages 237-238) in your textbook and in Module content readings. Please note: Attributes are different from behaviors and are rated differently. Task: In order to complete this assignment: Imagine you have been asked by the CEO/General Manager/District Manager to design an appraisal instrument for your current hospitality job supervisor or for a hospitality manager. Create a performance review form that includes the following: a) 4 attributes (traits) of a person completing the chosen job, b) 4 behaviors of a person completing the chosen job. The rating scale (1-5 with 5 being the highest rating) must be a behaviorally graphic rating scale that corresponds to each attribute or trait** or behavior. a) An example can be found in additional readings. Please note: Attributes are different from behaviors and are rated differently. b) **Be advised that the word “attribute” is sometimes interchangeable with the word “trait.” So, in some texts and readings, you might see “trait-based” scales, which would also be “attribute-based” scales. To check your work, interview a Human Resource professional or manager about performance objectives you have created. Include a paragraph of description of the HR professional or manager said. Provide at least one reference other than the textbook to support the performance objectives used in the hospitality industry! Be sure to cite your references for where you found your performance objectives. Be sure to include the name, title and company information for the person you interview. You will be graded on the format and content of the appraisal instrument along with the evaluation comments. Criteria for Success: A successful assignment will have the following characteristics: A completed performance appraisal instrument template. Cite additional references. The textbook is not an additional reference. Sources will be cited the end of your discussion using APA format. Proper grammar, spelling, and professional language are used. Late assignments are not accepted. Name your file: last name_PA.doc or lastname_PA.docx (For example my file would be named sammons_PA.docx) Be sure to put your name within the file also!! All assignments must have the student’s name on the first page of the assignment. Grammar and spelling will be graded also. Imagine you have been asked by the CEO/General Manager/District Manager to design the appraisal instrument. You also need to write examples of evaluation comments for me to grade how you evaluate the criteria subjectively. Chapter 8: Learning Content (New) INTRODUCTION In Brief: This chapter gives an overview of the performance appraisal process and the different tools and methods available. The main topics covered include the performance management process, appraisal methods, appraisal performance problems and solutions, and the appraisal interview. Interesting Issues: Despite lots of attention, money, and effort, performance appraisals remain an area with which few managers or employees are satisfied. The following questions may be worth discussing. Do we have a good enough system yet? Is there an intrinsic problem with performance appraisals? Is it just human nature to dislike them? LEARNING MATERIALS To enhance your learning experience on this topic, please review the content provided below: READ 4 Ways to Unlock Your Employee's PerformanceDownload 4 Ways to Unlock Your Employee's Performance Based on insights from HR experts and real success stories, this guide is designed to help you understand 4 revolutionary ways that you can adopt a strategic approach to HR and unleash the true potential of your company... 5 Ways to Transform Annual PerformanceDownload 5 Ways to Transform Annual Performance Many would agree that the common performance management practices we’ve followed for years are no longer effective for several reasons. They’re often a heavily process-driven, rating and ranking exercise that takes a rear-view mirror approach to performance management. The result is additional stress on an already overburdened and disengaged workforce. 5 Tips for Annual EvaluationsDownload 5 Tips for Annual Evaluations Performance reviews are meant to develop employees to the best of their potential and address problem behaviors in a way that is constructive and professional. But how do you handle a performance review that involves some news employees won’t necessarily welcome? The following are articles that will support you in creating a performance appraisal instrument. Example of attributes or traits and behaviors with behavioral anchored scalesDownload Example of attributes or traits and behaviors with behavioral anchored scales These are examples of attributes or traits with behaviorally anchored scales, that your professor provided. Competency ExamplesDownload Competency Examples A job competency bank is used as a comprehensive behaviorally-based performance description that employees and their managers can use to measure and manage performance and establish development plans. This is a framework that will support the development of superior performers through helping to describe what superior performance is. These competencies help identify the knowledge, skills, abilities, or other behaviors critical to success in a job role or specific function. The following are one-page synopsis of Performance Measurement training guides. Effectively Measuring Job PerformanceDownload Effectively Measuring Job Performance Performance measurement systems show employees how they're doing relative to goals and/or other employees. They also help you make informed decisions on raises, promotions, etc. A variety of systems can be used, depending on the type of job and the circumstances in which it is performed. Documenting PerformanceDownload Documenting Performance Keep ongoing records of employees’ performance in terms of their goals and/or action plans. Keep a private file on each employee solely to document performance. Performance Goals and CriteriaDownload Performance Goals and Criteria Know how to develop performance goals and criteria. Recognize the value of performance goals and criteria in employee development and performance appraisal. Handling Negative Performance AppraisalsDownload Handling Negative Performance Appraisals Identify negative performance problems. Communicate expectations, and explain what needs to be done to improve performance. Correct negative performance through the appraisal process. Performance Appraisal Meeting These notes will help you to recognize the value of performance appraisal meetings for employee recognition and development and know-how to prepare for and conduct useful performance appraisal meetings. Behavioral Anchored Scales examples Download Behavioral Anchored Scales examples Review for the performance assignment.
