Of the employees are not clearly outlined by

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of the employees are not clearly outlined by management. The second problem with Precision’s performance appraisal method is that employees and rarely have discussions about performance and the conversations that are being held don’t encourage the employees to do better. Referring back to the case study in Chapter 3 of the textbook, the most appropriate appraisal process that I believe will provide a reliable assessment to support a merit pay program at Precision the three important parts of the merit pay program that precision needs to be familiar with are eligibility, process, and timeline. Also, implement a managerial performance that is going to make recommendations on very important work matters, keep employees informed about the company's performances while interpreting policy, and has a high status of expectations. Reply: Thanks for the response Dimasha but a company's Merit Compensation process affects the entire organization. Whether it's developing the plan, setting the objectives, implementing the reward structure, managing the employees and teams, or, allocating the actual awards, every part of an organization is involved in the merit compensation process Professor, finding the right mix of incentives to drive performance and retain talented employees requires an open dialogue. That’s the kind of trust that has effective two-way communication so I would just simply ask the what type of incentive would be realistic and see if we can reach common ground. Notes: What changes do you recommend Precision make to the performance appraisal process to align it with a merit pay program? “Merit pay can take the form of bonuses or permanent salary increases. A strong merit pay system provides options for varying pay increments based on the strength of an employee's performance” [Mar14]. In order to make the performance appraisal work; Precision needs to makes the appraisal process reward the employees individually for their The first issue that Jackson may encounter is that the employees do not have defined job descriptions and the expectations of the employees are not clearly outlined by upper management. This will be challenging when implementing a merit pay program because job descriptions are a product of job analyses. According to our text, performing a “job analysis is essential for the development of content- valid performance appraisal systems” which “displays connections between the measureable factors upon which the employee is being appraised and the job itself” (Martocchio, 2014, p. 66. Week 4: Analyze the advantages of person-focused and job-based pay plans to determine which would be least preferable for companies in the technology industry. Explain your rationale.

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