Answer

Performance Management and Employee Development

This paper has four discussion parts that discuss performance management and employee development. Part one discusses the importance of setting clear performance expectations during the recruitment and selection process. Part two discus the personnel test one can use during the recruitment and hiring process to ensure that only competent people are hired. Part three discusses the career growth activities that an organization can offer its employees and part four discusses the competencies I developed in researching and writing the comprehensive project and how these skills and insight support my career growth in management.

Part I

Consequences of Lack of Sound Employee Performance Expectations

Otoo (2019) argues that lack of a sound performance expectation leads to rise in customer complaints and low employee morale. Also, the employee’s productivity will be low because of lack of understanding of how to execute their duties and roles. Workers who do not comprehend their job expectations are more prone to be unproductive from the point of hire. The lack of sound performance expectations could adversely influence the organization’s hiring, compensation outcomes and revenues as discussed below:

1. Effect on the Hiring and Recruiting Outcomes

The situation could lead to hiring incompetent candidate because job applicants would not be notified on what they need to do and how they should behave to be successful in the job. Therefore, this translates into poor performance. An employee who does not comprehend how expectations link directly to salary rises, promotion, openings, discipline and assessment have no explicit comprehension of what requires to be done in meeting the job requirements.

1. Effect on Evaluation, Compensation, and Promotion Outcomes

1. Evaluation

It will be challenging to evaluate an employee because the standards that must exist before rating performance as satisfactory or not. Also, employees would be unaware of what is anticipated of them in terms of job description. Hence, this leads to biased performance ratings because of a disintegrated performance management structure.

1. Compensation

When the performance expectations are unclear, job performance will be low quality. Since any job roles connect to the organization and departmental goals, in the presence of a sound performance expectations, poor performance will not be compensated since the expected targets would not have been achieved.

1. Promotion Outcome

Stewart and Brown (2019) state that when employees do not comprehend the actions and conducts to use in performing the job, the end outcome is poor performance or unmet targets. Performance expectations are tied to results which, if are not met as per the set standards, the employee will not be rewarded with a promotion.

1. Financial Consequences that could be Experienced

Lack of sound performance expectations make the organization incur costs of training. A training budget has to be made to enlighten the workforce on their job descriptions and performance standards expected of them. The organization will also incur the cost of doing a job analysis to make a correct fit between the job and the worker, evaluate a worker’s performance, ascertain the value of an explicit duty, and appraise an employee’s training and development requirements dispensing that precise task.

Part II

1. The Personnel Assessments I would Use

I am conversant with personality tests, job knowledge evaluations, and structured behavioral interviews. I will use all these assessment types since they are crucial in assessing vital work activities or competencies.

1. My Preferred Assessment Method

I would use a personality test because it is appropriate in measuring the job-relevant traits such as extraversion, sociability, emotional stability, and experience that are effective predictors of job performance for the training position. Also, I would use structured behavioral interviews because it is a suitable method to measure the candidate’s knowledge about the training role, their strengths and weakness, experience, and traits like adaptability, teamwork, planning, and communication (Kianto et al., 2017).

1. Monitoring and Evaluating the Effectiveness of Using Each Assessment

I will use validity to evaluate both the personality test and the structured behavioral interviews because validity gives practical information concerning how efficiently a worker will perform once he or she is hired. Validity is the most significant element in contemplating if or not to utilize an assessment technique. An assessment that does not precisely recognize who will perform competently on the job is not worth the company (Kehoe & Sackett, 2017). For instance, assuming the training positions need high communication skills, the company would opt to execute a selection test that evaluates potential applicants’ communication skills. To demonstrate that communication skills evaluation is a valid performance predictor, it must be indicated that persons with higher assessment scores perform outstandingly on the job and persons with lower assessment scores function less on the task. Hence, validity in this scenario has a significant relationship between how well persons performed on the tests and how satisfactory they performed. For both the personality test and structured behavioral interviews, I will use a 360-degree feedback to monitor the personality of the employee and the skills, competence and output against set performance standards, and to confirm the probationary workers’ services upon finishing the probationary period.

1. Data Evaluation on Organization Performance

I will evaluate data in relation to the entire organization’s performance using the performance evaluation method to give a detailed picture of the past or future employee performance against set standards. The performance evaluation method will highlight any skills gap in the employee that requires training. If I find flaws in the data, I would report them to the supervisor and discuss how such flaws can be avoided in the future through precision and accuracy in data recording.

Part III

The three career development activities that I think organizations should give their employees are:

1. Job rotation
2. Mentoring and job shadowing
3. Training and development

1. The Importance of These Three Activities

Job rotation is an important activity in the organization because it is a prudent way to eliminate boredom among workers by permitting them to work in diverse but linked departments or roles. Hence, employees can learn new skills, explore optional career paths, and prevent stagnation and monotony (Larsen, 2017). Creating an official mentoring and job shadowing program is an effective means of encouraging individual and professional advancement in employees. Likewise, mentoring is an important activity in the organization because it is an effective means of on-boarding remote employees. Training and development are important in the organization because they equip employees with the skills needed to execute their roles today and in the future.

1. How to Measure the Activity’s Effect on Performance

I would use performance appraisal methods like 360-degree feedback or management by objective (MBO) to measure an employee’s output against the set departmental targets (Tseng & Levy, 2019).  These two performance appraisal methods would help in evaluating the training and development needs of the workers.

1. What Today’s Employees Expect from their Employer

Today’s workforces anticipate their employers to invest in their learning and growth. Offering personnel an opportunity to better themselves is fundamental for employee retention. Training investment that a firm makes portrays the workers are valued because it nurtures a supportive workplace. The workforce which feels valued and challenged via training opportunities might feel more satisfied in their jobs (Home et al., 2019). giving the required training produces a knowledgeable general workforce without frequent assistance and supervision from others. Employers investing in employees’ career development means that they can advance their careers and get promotions. Today’s employees are concerned with career growth, and learning and training is a step towards this growth.

1. What I Would Wish My Employer to Cover 

I would choose training and development because it would enable me to perform my job well. Also, training will offer me a greater comprehension of my roles and build my confidence (Noe & Kodwani, 2018). a training program permits me to reinforce skills that I should improve. Likewise, a development program develops my skills to become more competent in my career path.

Part IV

Competencies I Developed in Comprehensive Project Due in Unit 5

While writing and researching the comprehensive project, I developed writing skills such as the different communication mediums, letter writing, brevity, MS Office, proofreading, note taking, written communication abilities, and email writing. Writing abilities are crucial elements of communication. Outstanding writing aptitudes will enable me communicate my message with precision and ease to a large audience than via face-to-face or phone discussions.

The Benefits to My Career Advancement in Management

Having distinctly polished writing aptitudes will help me in communicating precisely and promptly with my colleagues without needing extra time for explanations or questions. The writing skills I gained will enable me organize training sessions and coordinate with other departmental heads in sharing ideas in executing a fruitful training plan (Otoo, 2019). Effective business choices rely on clear-cut communication because when the workforce comprehends what they can anticipate from one another, it encourages cohesion and teamwork.

Also, having an outstanding writing skill will make me a crucial member of my team and is one of the best methods to stay consistently employable (Stewart & Brown, 2019). This is true because most of my colleague’s communication medium is email writing and reading.  Because of my role as a trainer, I will be writing reports and memos, social media updates and PowerPoint presentations which require exceptional communication skills. The reading comprehension aptitude I developed will help me in responding to prompts, messages and ascertain new content.

In today’s highly competitive business environment, communicating promptly and effectively offers workers and the whole firm a competitive advantage. Articulate communication is a primary management aptitude and having an outstanding grasp on accurate grammar ensures that messages are delivered and received promptly. Excellent grammar aids in reducing confusion when a worker chooses to file a complaint, send a quick message to a manger or suggesting an idea during staff meetings. 

Conclusion

This paper has effectively discussed the importance of performance management and employee career growth for a firm to remain competitive. Having clear performance expectations during the hiring process is vital in selecting competitive workers.

REFERENCES

• Antón, M., Ederer, F., Giné, M., & Schmalz, M. C. (2020). Common ownership, competition, and top management incentives. Ross School of Business Paper, (1328).

  Dessler, G. (2007). Human resource management. (11^th Ed.) Pearson Prentice-Hall: Upper Saddle River, NJ.

  Gentry, C. R. (2011). Corporate Finance Salary Outlook. Journal of Accountancy, 211(3), 38.

  Osibanjo, A. O., Adeniji, A. A., Falola, H. O., & Heirsmac, P. T. (2014). Compensation packages: a strategic tool for employees’ performance and retention. Leonardo Journal of Sciences, (25), 65-84.

   

  http://www.indeed.com/salary?q1=Financial+Accountant&l1=Boston+

   

  Westervelt, R., & Valk, V. (2010). Executive Compensation. (Cover story). Chemical Week, 172(19), 17-21. Retrieved from Academic Search Premier database.