Summary
HRM crucially influences performance management process design and implementation. The HRM serves as a liaison between the employee and the functional management. The HRM is responsible for ensuring that performance management techniques are implemented correctly (Bauer, 2021). For the HRMs to establish and develop a performance grading system concerning employee major duty areas, they need to be aware of the obligations allocated to every personnel. As an HR professional, it is necessary to discuss with the functional leaders of every department the responsibilities of each employee. The performance management process’s criteria must be highly explicit and unambiguous. Employees should receive the appropriate training to handle the performance evaluation process positively.
To guarantee that the performance management is completed on time and that only the worthy employees receive the benefits, the HRMs should evaluate with reviewing authorities. The HRM’s function will simplify the Performance Management System’s connection with the organization’s goals. The company will identify key talent, and mechanisms will be developed to keep such talent for the future. The organized framework that would aid in keeping talent inside the business must be developed as part of the strategic strategy.
Trait, Behavioral and Results-Based Appraisal Systems
The trait, behavioral, and results-based performance assessment methods differ greatly from one another. The term trait refers to a set of personal qualities, such as ones related to appearance, attitude, work ethics, leadership skills, loyalty, critical thinking, and others (Bauer, 2021). There are many situations when this assessment method is the most valuable, such as when a company needs to identify potential leaders by distinguishing key traits and assessing employees based on the required traits (Bauer, 2021). The behavioral appraisal system is focused on the employee’s actions in a certain situation based on key responsibilities. For example, a waiter in a café would be assessed based on the reaction to the newly arrived customers, does the employee greet them immediately or responded negatively. Results-based appraisal system evaluates the results brought by the employee to the company (Bauer, 2021). For example, the appraisal would consider the number of sold housing solutions for a real estate agent.
Best Suited Appraisal for the Maersk Customer Service
The behavioral evaluation would be most appropriate for the Maersk Customer Service – Care Business Partner. It advocates for business growth based on initiatives like adequate management of business opportunities. The crucial point of contact is an awareness of the client’s benefits and work obligations. The behavior appraisal approach can demonstrate the overall understanding of employees’ key responsibilities and norms of expected behavior. This position requires good communication skills that are constantly exercised during negotiations with the clients. Proper execution of interpersonal connections would be the essential factor during the evaluation.
Performance Rating Scales
Graphic Rating Scale
The graphic rating scale is often preferred during performance evaluation. The assessor will be asked to rate the individual traits of an employee based on the job requirements. This rating follows a typical scale of 1 to 10 or poor-average-exceeds expectations. However, this type of scaling is subjective, and the results may not display an employee’s full potential. The disadvantage of this type of scale is the subjectivity that can occur. This kind of measure, which focuses on behavioral characteristics, is excessively generic for some job positions. The creation of precise standards might help a company save funds on legal fees. Many businesses combine a graphic rating scale with other evaluation techniques to increase the validity of the product.
Letter Rating Scale
When using letter scales, appraisers must select a statement and couple it with other statements that seem equally positive or negative. The differentiation between successful and failing performances and proper construction of statements is necessary. In this rating method, letters are used as indicators of accomplishment, such as “E” for excellent or “P” for poor. Employers could define it more comprehensively by using words like inappropriate or extremely effective. Because the scale requires the respondent to make an objective decision, it might be constructive in judging the Maersk customer service position.
Numeric Rating Scale
In order to provide quantifiable results, both numerical and letter rating scales are employed. It is possible to design them without specifying a definition of the significance of each rating point. A way to evaluate the performance of the company’s employees throughout a rating period is by using numerical ratings. Numerical evaluations can lead to misunderstandings, tension, and interpersonal disputes if they are not used effectively. Modern businesses are starting to substitute different metrics for numerical performance evaluations. Despite criticism from academics and business heads who extol its outdated worth, the company may still utilize this performance monitoring method to encourage a productive and content staff. If one decides to use a numerical rating system to evaluate performance, it is essential to ensure the attainability of the highest marks. In this kind of system, management frequently asserts that no employee is perfectly graded and there will never be a top-scoring employee, which negatively impacts motivation.
Reference
Bauer, T. N., Erdogan, B., Caughlin, D., & Truxillo, D. M. (2021). Fundamentals of Human Resource Management: People, Data, and Analytics. Sage.