Human Resource Management Methods
Traditional Annual Evaluation Method of Performance Appraisals vs. Coaching Format
Performance appraisals take into account the assessment and evaluation of a person’s performance in a methodical manner. It is a progressive technique employed for comprehensive development of the personnel and the organization as a whole. This performance is measured against various elements like quality and quantity of the output, job competence, leadership capabilities, supervision and versatility. Once such evaluations are made, employees can be trained and coached on what to be undertaken. On the other hand, format takes into account the provision of opinion and response in an instantaneous way and therefore the coaching takes place immediately (Deb, 2009).
Comparison
There are aspects of similarity between these two methods of appraisal. To begin with, both methods are purposed to and give rise to change and coaching. Subsequent to the evaluation of the employees in respect to their work performance, both methods help in changing the manner in which employees ought to act. Alteration and training of employees is done through both methods. Another aspect of similarity between the two methods is that it is possible to assess all aspects of performance of the employee. In the feedback method, the manager is able to assess the behavior of the employee instantaneously. Similarly, through annual performance reviews, the performance of the employee throughout the fiscal year is examined and analyzed (Impraise, 2016).
Contrast
On the other hand, the annual evaluation method of performance appraisal is dissimilar to real-time feedback coaching format. In particular, the annual appraisal approach is a more costly and time consuming method. This is for the reason that managers and supervisors spend, on average, more than four hours on a single performance appraisal. Therefore, this implies that if the team or group consists of several members, it necessitates a great deal of time. On the other hand, more often than not, feedback is largely versatile and does not offer actionable steps on how personnel can be taken through learning and development. This implies that feedback is instantaneous. With regard to feedback, it becomes much more challenging as individuals barely have recollection of things that took place several months before (Impraise, 2016).
In addition, it can be deemed that the annual performance review is outdated. This method was designed almost three decades ago and more so with the incorrect purpose. Performance evaluation is not what augments the work setting in the present day. Individuals do not revel in being monitored and evaluated. Therefore, the feedback approach is much better as it is inherently and openly handed out. In addition, in the contemporary, majority of employees in the workforce demand feedback immediately. Different from annual review that is outdated, feedback is more beneficial as it continues to be fresh in the personnel’s mind and therefore can be conveyed in all pertinent framework. The receiver of framework usually has several more prospects to ponder on regarding the situation and act upon it in a well-timed way. In this manner, the coaching of the employee through conversation can take place straightaway and no important information is left out.
State which Method you Support, and explain why
Between the two methods, I support the Real-time Feedback Coaching Format. This is because performance appraisals that take place annually can be deemed less effective in instigating positive change. On the other hand, incessant feedback that takes place on a daily basis in the workplace setting has greater likelihood of in the job performance of personnel. This sort of feedback takes place in a natural way and is perchance unexpected. In this way, it increases the level of comfortability of the personnel and becoming more efficacious in generating greater productivity and output. By having a workplace culture that promotes constant communication and feedback amongst personnel and team members, there is greater likelihood to have a performance appraisal procedure that is fruitful and constructive. Through this particular method, not only is output increased, but it also gives rise to increased engagement between the employees and the employers. Therefore, this implies that the feedback format would be more positive and profitable compared to the annual appraisal (Brooks, 2015).
How do you think Frederick W. Taylor would respond to the real-time feedback coaching system? Explain
Frederick W. Taylor developed the scientific method and delineated the manner in which this approach could be applied by management on their workers so as to enhance productivity. Taylor presented four distinctive principles in his approach of scientific management. First, is the replacement of the rule of thumb work approaches with those centered on a scientific study of the tasks. Second was to scientifically choose, train, and develop every personnel instead of passively leaving them to tutor themselves. Third is to collaborate with the personnel to make certain that the scientifically developed approaches are being adhered to. The last principle is to split work just about equally between managers and workers (Bell, 2011). Taking this into consideration, I believe Taylor would not be quite embracing on the real-time feedback coaching system. This is because the feedback approach is quite informal and does not follow a scientific way of attaining more productivity of the personnel. Change on the employee performance is undertaken instantaneously so as to make certain that the personnel knows what should be done. This is not done in a systematic manner, different from what Taylor had developed in his theory (Brooks, 2015).
References
Bell, R. L. (2011). Teaching present-day employees the value of scientific management. Supervision, 72(6), 5-8. Retrieved from https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=61927805&site=ehost-live&scope=site
Brooks, C. (2015). Forget Performance Reviews! This Works Better. Business News Daily. Retrieved from: http://www.businessnewsdaily..html
Deb, T. (2009). Performance Appraisal and Management. Excel Books India.
Impraise. (2016). Real-Time Feedback! Because Your Employees Hate the Annual Performance Review. Retrieved from: impraise.
