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Also, his expenses management skills and ability to run the store at minimum cost; his human resource management skills, reporting and controlling his subordinate’s performance; capability of taking independent actions; the knowledge about his job; his leadership qualities; is he able to manage any change his personal appearance; his dependability and last but not the least, his employees responsiveness.Question 5: Rationalize your performance appraisal program. Be sure to indicate the research and consideration that went into the design of performance appraisal program.The research and consideration that went while crafting the above mentioned performance appraisal program is that the appraisal is for the position for which extreme efforts are detected as the store manager has to maintain good tuning with his subordinates, his management and his consumers. The manager’s attitude performance review; creative and innovation performance reviews; performance review phases for decision making; interpersonal skills performance reviews; problem solving skills and employees evaluation review; teamwork skills performance skills review, etc; all are to be prepared and taken into account. Further, since a store manager would be the leader, mentor and coach of his peers and colleagues, he is expected to exhibit skills at an edge over his team members and store acquaintances. This justifies the point as to why the performance appraisal program for store manager would be a little complex and inclusive of more factors than that for other positions.The performance appraisal is designed by the company by keeping an important point in mind that this will help them tighten the bond with their employees and achieve synchronization
Creating Your Dream Job8between the day-to-day work of the employees and strategic business objectives. The ideal targetsetting with a collective technique to allow manager’s advancement and categorize the obstacles for timely removal will always help to accomplish both personal and professional goals easily and promptly. Gratifying the employees as per their performance will encourage them to attain their goals and targets. Even the managers want to feel victorious and to do enormous in their job. Thecompany management and managers need to guarantee that to achieve their targets; both of themmust have unambiguous understanding of their role and responsibilities. Company-wide employee appraisal, regular individual analysis and clear visibility will help the manager identifythe skills gaps and corporate competencies and with the help of performance appraisal report the companies can easily identify new training and development programs that are needed for future developments of their human resources. The performance management program and its effective implementation will consequently benefit the company, managers and employees.
Creating Your Dream Job9ReferencesClark, M.M. (2013). The Job Description Handbook. USA: Nolo Dessler, G. (2014). Human Resource Management. Pearson Education.Grant, P.C. (1989). Multiple Use Job Descriptions: A Guide to Analysis, Preparation and Applications for Human Resource Managers. USA: Quorum Books.