Order Description

White and Foresters Employee Performance Assessment

Create an Executive Summary

I’ve selected my existing organization and have created a different name. The focus on this

assignment will be to monitor the employment performance process. At the conclusion of this

assignment I will have identified the current analytical process for identifying ideal candidates

and identify ways for improvements.

? W&E’s current employment performance assessment
o Methods utilized to determine whether or not threshold was met, determine the outcome of

interviews, if candidates were or were not selected why?
o Are the methods utilized practical or does there need to be changes based on the diversity of our

existing environment

? Identify and analyze the performance appraisal program used in your organization.
o SMART is the preferred Goals measurement methodology for organization currently uses.

? Is the program formally or informally applied?
o There is currently no formal process, however, there are methods to determine the experience,

current salary, education and/or training.
? Are there clearly articulated and well communicated goals for the appraisal?
o Still to be determined.
o [Note: These may be both the formally articulated goals and those you believe will be important.

Offer a brief explanation of and support for each goal, relying where appropriate on insights

gleaned from seminar readings.]
? Is there a relationship between the strategic goals of the organization and standards used for

evaluating individual performance?
o There seems to be a link, however, there is certainly room for improvement.
? Is there evidence of criterion contamination or deficiencies?
o Several candidates have been declined employment, however, there is no known cause for refusing

these individual opportunities. The documentation does not support these occurrences, which isn’t

fair to the candidates.
? Are there measures in place to ensure reliability?
o There are methods in place; however, they are not reliable due to lack of process follow through.
? Are there any legal issues the organization might want or need to consider?
o This has not been determined.
• Explain your reasoning. Note that all systems have the potential to introduce ethical and

sometimes even legal concerns, in design and/or in implementation.
? Who is involved in conducting the appraisals (supervisors, self, subordinates, peer, team,

customer, all of these) and what are the pros and cons of this approach?
o There currently appears to be a mix of individuals conducting these appraisals but seems to

mostly be leadership and management.

o Cite references to support your analysis and conclusions.
? Do the program meet best practice standards for appraisals including training to eliminate common

rating errors and ensure sound feedback methods?
• No, it does not.

? Which specific method from your research into appraisal methods most closely matches the one in

use in your organization and what is your support for this conclusion?

? What are the relative strengths and limitations of this method and what are the practical

implications for your organization and managers? Note any differences between policy and actual

practice and consider why these exist. (Note: Be sure to refer to information gleaned from the work

of scholarly experts when undertaking this assessment of the method you are examining.)

? Does the method used limit the organization’s ability to foster diversity and operate effectively

in a multicultural global marketplace? Explain and support your reasoning.

? Conclusions and Improvement Recommendations: Based on your critical analysis, identify changes

you believe might be made to improve how your organization manages employee selection and

appraisal. Each recommendation must be derived from your research and analysis and must be

supported by a well-reasoned argument and references to the literature. If you have observed a

difference between the stated organizational goals, policies, and what happens in practice you

should be sure to address this in your recommendations.

Required References:

Carpenter & Dunung, Chapter 1 “Effective Selection and Placement Strategies” pages 639 to 648 in

Challenges and Opportunities in International Business (v. 1.0)

https://2012books.lardbucket.org/pdfs/challenges-and-opportunities-in-international-business.pdf

Chapter 7: “Recruiting, Motivating, and Keeping Quality Employees” in An Introduction to Business

(v. 2.0)

https://2012books.lardbucket.org/books/an-introduction-to-business-v2.0/s11-recruiting-motivating-

and-keep.html

Office of Personnel Management, “Assessment & Selection – Designing an Assessment Strategy”

https://www.opm.gov/policy-data-oversight/assessment-and-selection/assessment-strategy/

Gale Virtual Reference Library, Encyclopedia of Management “Human Resource Management”

https://ezproxy.umuc.edu/login?url=https://go.galegroup.com.ezproxy.umuc.edu/ps/i.do?id=GALE

%7CCX3273100126&v=2.1&u=umd_umuc&it=r&p=GVRL&sw=w&asid=29bf0e9ec292733348f123cd627871d4

Gale Virtual Reference Library, Encyclopedia of Management “Employee Recruitment Planning”:

https://ezproxy.umuc.edu/login?url=https://go.galegroup.com.ezproxy.umuc.edu/ps/i.do?id=GALE

%7CCX3273100088&v=2.1&u=umd_umuc&it=r&p=GVRL&sw=w&asid=a00ab408bf50838eefa22ea8193f30dc

Lievens & Chapman, “Recruitment and Selection” in The SAGE Handbook of Human Resource Management

https://dx.doi.org.ezproxy.umuc.edu/10.4135/9780857021496.n9

“Performance Appraisal” in An Introduction to Business (v. 2.0)

https://2012books.lardbucket.org/books/an-introduction-to-business-v2.0/s11-05-performance-

appraisal.html