Assignment 1: LASA 2: Employee
Development and Performance Appraisal
You are the vice
president of a human resources department and Susan has been your executive
assistant for one (1) year. She effectively completes her given assignments,
sometimes ahead of schedule. Susan has a welcoming personality and is commended
on her willingness to help when asked. As a result of her efficiency, Susan
often has spare time on her hands.
In several conversations, you have spoken with Susan about taking a proactive
stance and involving herself in the business to increase her knowledge base.
You have suggested she attend strategic planning meetings, shadow other
Business Partners, and take professional development courses geared towards
human resources. Susan has not incorporated any of these suggestions.
The organization promotes and encourages employee development and has a
requirement of 24 professional development (PD) hours for each employee per
annual review cycle. As VP of the department, you have offered to mentor Susan;
yet she has not taken advantage of the offer. Given Susan’s capabilities and
potential, you want to mutually establish future performance goals and
developmental opportunities to enhance her effectiveness and maximize her
organizational contributions.
Susan’s professional appearance and interaction with co-workers is superb. When
asked to complete a task, she fulfills the assignment willingly and with very
few errors. She is well liked and respected by her peers. She has impeccable
oral and written communication skills. Overall, you are pleased with her performance
but want to see Susan take initiative to seek out tasks to complete rather than
waiting to be told what to do.
As the VP of HR, you have been tasked with a two part assignment. In part one
of this assignment you will explain the importance of performance appraisals,
analyze the essential elements which should be included and describe how
performance appraisals can be used to promote employee growth. In part two of
this assignment you will create a performance appraisal for Susan.
Your paper should be 8-10 pages in length incorporating both parts I and II.
You can either design a performance appraisal document or use an existing
template. The performance appraisal should be no more than 3 pages of the total
page count for the assignment. Be sure your paper addresses all of the
following components:
Part I: Importance of Performance Appraisals:
Explain how performance appraisals can be used as part of employee development.
Explain why rankings are given to employees and the advantages and
disadvantages of including rankings.
Address why organizations should deliver appraisals in a timely manner to
employees.
Discuss the advantages and disadvantages of three different types of
performance appraisals. Make a recommendation of which type of performance appraisal
is most appropriate for Susan.
Provide suggestions on how the manager can give feedback on a continual basis
to the employee to encourage continual development.
Part II: Susan’s Performance Evaluation
As the VP of HR, you are providing Susan with feedback on these areas and
suggesting ways to develop in the areas where she is not meeting expectations
as outlined in the scenario. The performance appraisal directly ties to
compensation increases. The appraisal should highlight achievements over the past
year; while addressing expectations and setting goals moving forward.
The performance evaluation should address the following areas:
Professional Development
Job performance
Communication – internal and external
Professional Demeanor
Working relationships
Compensation recommendations
Assignment 1 Grading Criteria
Maximum Points
Part I:
Explained how performance appraisals can be used as part of an employee
development plan.
32
Explained why rankings are given to employees and the advantages and disadvantages
of including rankings.
36
Addressed why organizations should deliver appraisals in a timely manner to
employees.
28
Discussed the advantages and disadvantages of three different types of
performance appraisals and made a recommendation of which type of performance
appraisal is most appropriate for Susan.
48
Provided suggestions on how the manager can give feedback on a continual basis
to the employee to encourage continual development.
32
Part II:
Performance appraisal addresses: Professional development, job performance,
communication, professional demeanor, working relationships and compensation
recommendations.
60
Written Components:
Organization: Introduction, thesis, transitions, conclusion (16 points)
Usage and mechanics: Grammar, spelling, sentence structure (16 points)
APA elements: Attribution, paraphrasing, quotations (24 points)
Style: Audience, word Choice (8 points)
