1. Do you think that the experts’ recommendations will be sufficient to get most of the administrators to fill out the rating forms properly? Why? Why not? What additional actions (if any) do you think will be necessary? Yes, I think that the experts’ recommendations will encourage administrators to fill the forms out properly. The sample performance rating form that the expert recommended Sweetwater to use instead of the good or excellent formula they were using is way more in depth. For example, this rates the secretaries on a scale of 1-5 on different skills such as communication, organizational know-how, and achieving business results. Within each of these categories, the employer has a chance to write in their own words how the secretaries are excelling in these categories or how they can improve on them. You have to go in with the mindset that every employee is excellent at what they do and just help them develop ways to do their job more effectively. However, there should be some strong training sessions for administrators and secretary.
This training should help them understand the new system. Also, since all secretaries used to receive the same salary increase, the maximum increase should be lowered to an amount which can be given to all secretaries while staying within budget. 2. Do you think that Vice President Winchester would be better off dropping graphic rating forms, substituting instead one of the other techniques discussed in this chapter, such as a ranking method? Why? Yes, I think that a ranking method is one of the best ways to go about rating someone’s work performance. I like the idea of seeing your individual strengths and weaknesses right in front of you from the perspective of other people. For me, it’s like gaining the drive to make myself a better worker by trying to excel where my weaknesses are.
It gives me a clear and concise vision of what I should be working on. 3. What performance appraisal system would you develop for the secretaries if you were Rob Winchester? Defend your answer. I would use a graphic rating scale method just like the kind that the experts told Rob Winchester to use. It’s my favorite method to use, going into a one on one with each secretary would make it easy for them to understand where the employer is coming from as they are rating their performance. It gives the secretaries a chance to defend any points that they feel may not be fair and can discuss this with the person conducting the appraisal.
Dessler, Gary. Human Resource Management, 13th Edition. Pearson Learning Solutions, 12/2011. VitalBook file. Heathfield, S. (2015, January 2). Employee Evaluation: Definition. Retrieved April 1, 2015, from http://humanresources.about.com/od/glossarye/g/evaluation.htm Razzi, K. (2011, December 8). Graphic Rating Scale. Retrieved April 1, 2015, from http://blog.tnsemployeeinsights.com/graphic-rating-scale/