Analysis of the Performance Appraisal Systems Used at Bristol Omnifacts Marketing Research Firm
Analysis of the Performance Appraisal Systems used at Bristol Omnifacts Marketing Research Firm
Prepared by
Lindsay Breen
HR Management
April 13, 2010
Prepared on partial fulfillment of the requirements of CM2300.
Summary
The purpose of this report is to determine the most commonly used performance appraisal systems, to examine those used at Bristol Omnifacts Research and to recommend changes which would benefit the company. Performance appraisal is important to Bristol Omnifacts and many other workplaces because it communicates to employees what their employer expects of them and how to improve their performance when lacking. This ensures full application of knowledge and skills, as well as, a stronger bond between the employer and its employees. Employees benefit from performance appraisal because they are reminded of what they need to be doing. Employers benefit by being able to identify anything they may be doing wrong. At Bristol Omnifacts, supervisors are reminded to act as a leader rather than a boss. Performance appraisal data is used for several reasons. From rewriting training programs, placing employees in development programs and directing employees in the right career to improving staffing procedures, ensuring the delivery of accurate information and understanding of job assignments, as well as, eliminating external challenges. Performance appraisal also ensures that discrimination does not occur when promotions and transfers are being planned. In a marketing industry, such as Bristol Omnifacts, feedback is also used to identify estimates and quotas for future projects.
With performance appraisal, come constraints. The biggest, in most workplaces, is time.
Secondary, the measures must be job-related. Other issues that human resource specialists will encounter when conducting performance appraisal is various forms of rater biases, employee reactions, low degrees of seriousness, influence of past performance reviews, and labour and
Prepared by
Lindsay Breen
HR Management
April 13, 2010
Prepared on partial fulfillment of the requirements of CM2300.
Summary
The purpose of this report is to determine the most commonly used performance appraisal systems, to examine those used at Bristol Omnifacts Research and to recommend changes which would benefit the company. Performance appraisal is important to Bristol Omnifacts and many other workplaces because it communicates to employees what their employer expects of them and how to improve their performance when lacking. This ensures full application of knowledge and skills, as well as, a stronger bond between the employer and its employees. Employees benefit from performance appraisal because they are reminded of what they need to be doing. Employers benefit by being able to identify anything they may be doing wrong. At Bristol Omnifacts, supervisors are reminded to act as a leader rather than a boss. Performance appraisal data is used for several reasons. From rewriting training programs, placing employees in development programs and directing employees in the right career to improving staffing procedures, ensuring the delivery of accurate information and understanding of job assignments, as well as, eliminating external challenges. Performance appraisal also ensures that discrimination does not occur when promotions and transfers are being planned. In a marketing industry, such as Bristol Omnifacts, feedback is also used to identify estimates and quotas for future projects.
With performance appraisal, come constraints. The biggest, in most workplaces, is time.
Secondary, the measures must be job-related. Other issues that human resource specialists will encounter when conducting performance appraisal is various forms of rater biases, employee reactions, low degrees of seriousness, influence of past performance reviews, and labour and