Performance/Reward System: An organization can achieve a competitive edge only and only with the help of its employees. Therefore, it is necessary that right employees are selected then trained and developed and a performance-based reward system. The question then comes to the performance measurement system. In a furniture retail store where I work they stick to the old practice of a meeting of top managers and supervisor who sit down annually and critically review the performance of all customer service personnel. They carry out a thorough examination of employee performance with respect to the goal set for them by the management. In this setting where only goals are there to guide employees and performance appraisal system is vague and subjective, most employees are just interested in meeting their targets and they do not strive to exceed their employers expectations. Performance evaluation should be an evaluation and development tool with the help of which excellence is rewarded and deficiencies are discovered so that training and development activities can be arranged for that person. Ideally, I would have a rating system for performance appraisal at all levels. "Possibilities include (1) supervisors who rate their employees, (2) employees who rate their superiors, (3) team members who rate each other, (4) employees who rate themselves, and (5) customers" (Sims, 2002). Some organizations use just one or may be more than one of these people to do the ratings and fill up the forms. I were to assume the responsibility of formulating HR policies then I...
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