Performance Appraisal Paper MBA 525

Performance Appraisal Paper MBA 525 - Performance 1 Running...

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Performance 1 Running head: PERFORMANCE Performance Appraisals in the Workplace Nanine Barnes MBA 525 Saint Leo University Saint Leo, Florida
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Performance 2 Performance appraisals are an important part of professional development and growth. Appraisals provided detailed information of associate’s strengths, weaknesses, areas where growth is needed and areas where they are exceeding expectations. Associates can take the feedback from the appraisal and use it to better themselves and become a better asset to the company. Performance appraisals also are the door to increasing one’s yearly salary. To get a better outlook on the process of performance appraisals, I have interviewed 5 people who hold management titles at Kforce Professional Staffing. The research in this paper will go into detail of their thoughts and feelings about the performance appraisal process. Those interviewed are Shane Davis, Response Manager to Bank of America Team, Brian Skusa, Response Manager to JP Morgan Chase Team, Jen Ferretti, Response Manager to Wells Fargo Team, Kristen Lawson, Manager of Delivery Services Group and Amy Thomas, Director of Talent and Development. The tenure of these associates total up to 30 plus years of experience with Kforce and the performance appraisal process. Shane Davis stated when asked about what benefits do performance appraisals provide to managers and employees that “they are very important in providing a retrospective view of an associates accomplishments for a given period of time. They also provide an opportunity for a manager to identify and address formally areas for improvement. It is very important for a manager to provide objective details regarding the associate’s performance and detail steps for improving where applicable for the next evaluation period” (S. Davis, research interview, July 25, 2011). Shane illustrates that as much as performance appraisals are important to the employee, they are also very important to the manager. Managers use evaluations to help track progress and
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Performance 3 improvement on goals of the employees. Jen Ferretti, Response Manager also had the same view as Shane when asked the same question. She felt that “it gives both the manager and the employee an opportunity to set goals and set specific action items for both parties. Assuming the employee wants to promote his or her career this is the opportunity for the manager to help in mapping out what activities he or she should complete, in addition to what weaknesses the employee would need to work on, in order to progress in their career” (J. Ferretti, research interview, July 26, 2011). Goal setting, professional improvement and development are an incredibility important take away from
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