InterClean Corp. Inc - Performance Appraisal

At this stage InterClean have the sales team for their new operations, the company given them at least some initial training, and they are doing their individual jobs.  And now, and important thing to figure out is how to manage their performance over time to ensure that they remain productive, and hopefully become even more capable, as they progress in their careers.  InterClean needs to ensure that their human resources perform at the highest possible level. With that purpose, we present the performance appraisal process for the new sales employees. 

Performance should be accurately measured so employees will know where they can improve.  Knowing where to improve should lead to training employees to develop new skills to improve.  To be an accurate measure of performance, our measure must be valid and reliable, acceptable and feasible, specific, and based on the mission and objective.  The first major reason for performance appraisal is to provide an opportunity for formal communication between management and the employees concerning how the organization believes each employee is performing.  Communication always requires that employees have the opportunity and ability to provide feedback to their bosses in order to make sure that the communication is understood (“Performance Management and Appraisal,” 2010).  We need to make decisions based on information, the information we get from our communication. Accurate information is necessary for management decision making and is an absolutely critical component to allow the manager to improve organizational productivity.  InterClean use information from annual performance appraisals to make evaluative decisions concerning their workforce including pay raises, promotions, demotions, training and development, and termination.

The appraisal debrief will be a well-rounded look at individual employees; it should identify both positive and negative factors in the employees’ behaviors and results within their job.  InterClean management has decided to focus on three areas, traits, behaviors, and result, because this are areas that can be measured and for instance, can be managed. Dimensions to be evaluated will be:

Traits:

•     Attitude

•     Initiative

•     Profitability

Behavior:

•     Correctly fill out the requisition forms

•     Delivers daily activity reports in the required time

•     Attendance

Results:

•     Objectives Achievements

Ø  New Accounts

Ø  Retention

Ø  Renewals

Employees need to know the standards and understand what good performance looks like, and they need to be able to measure their own performance.  The human resource department will use the methodology of Graphic Rating Scale Form to measure employee performance.  The graphic rating scale form is a performance appraisal checklist on which a manager simply rates performance on a numerical scale that determine if the dimension to be evaluate was excellent, good, average, fair, and poor (“Performance Management and Appraisal,” 2010).  

 References

Cascio, W., (2005) Managing Human Resources – Human Resources in a Globally Competitive Business Environment; Mc Graw-Hill Companies, New York N.Y.

Performance Management and Appraisal. (2010). SHRM - HR Content , (), . http://www.sagepub.com/home.nav.

University of Phoenix. (2013). Scenario: InterClean, Inc.. Retrieved from University of Phoenix,HRM 531 Human Capital Management website.