Performance Evaluation Essay

472 words - 2 pages

Maureen Brewster
Grantham University

HPT as a Management Partner
HPT can be management’s partner on an ongoing basis because HPT allows management to stay focus and act as a liaison between the employees, stakeholders and management towards achieving organizational goals, objectives and missions. HPT can bring enormous result-based, value-added benefits to organizations at every level of work performance. The benefits range from those of the individual workers or jobs to those of teams, core processes, performance management of work execution, business problem solving, and the alignment of work levels to cultural issues and their resolutions. (Pershing, 2006).
HPT works at determining the business needs of the organization and all ...view middle of the document...

HPT can become a partner that is not eliminated or severely reduced in numbers and influence in hard economic times by ensuring that managers not only use it, but to ensure they own it, rather than perceiving that the practitioner owns it and has come to use it for them. The goal of becoming management’s partner builds on the direction management has set by defining work as identified in the HPT model under environmental analysis. Managers need to be provided with a work and performance model that mirrors or reflects operationally how they currently operate, that is, As Is, as well as how they intend to do their work to achieve their organizational analysis that is To Be, in light of the organizational environment. (Pershing, 2006)
It should not be the hard times when work performance improvement is even more needed by management; performance improvement should be incorporated into the business plan, mission statement and business strategy. Data-based decision making is at the heart of HPT’s systematic approach to helping individuals and organizations accomplish results. HPT helps in reducing threats and helps to improve the strengths of an organization.
HPT should be part of the solution, rather than being perceived as part of the problem or something to be ignored because Performance is a cause and effect, or better said an effect and relationship. Management and workers focus only on doing ‘their job’ but when an individual acceptance of HPT and a manger’s use of the same performance model, it creates a powerful, mutually beneficial performance tool. (Pershing, 2006)

Pershing, J. A. (2006). Handbook of Human Performance Technology. San Francisco, CA.: Pfeiffer.

Other Papers Like Performance Evaluation

Business Administration Essay

855 words - 4 pages * Obviously, to take interest and an active part in the training programme or activity. * To complete a personal action plan during and at the end of the training for implementation on return to work, and to put this into practice, with support from the line manager. * Take interest and support the evaluation processes. Performance Review Process Performance Review This should be used to help evaluate performance review for all

Performance Appraisal Essay

838 words - 4 pages them how they are performing in relation to the standard (Myers 1992). Performance Appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development.  Performance appraisal looks back and ask the question “How well was the work done?” (Is the specific and formal evaluation of an employee to determine the degree to which the employee is performing his or her job

Appraisal Systems

5023 words - 21 pages , & Miklos, 1996). Customer Appraisals Though it would be unlikely that an organization would ask customers to fill out a performance appraisal instrument on an employee, organizations do value customer feedback. Informally, customers provide feedback on employee performance by filing complaints or complimenting a manager about one of his subordinates. Formally, customers provide feedback by completing evaluation cards (Farh, Canella

Team Written Hr Plan: Gdf Suez

4735 words - 19 pages Bogdan Larion 361068 Rotterdam 2012 Executive Summary This HR plan analyzes GDF Suez. It starts with a brief description of each of the pilllars of HR management. Next, we identified the main problem of GDF Suez, which is related to the performance and evaluation pillar. The main reason for that lies in the fact that the tool GDF Suez is using nowadays to analyze the


2293 words - 10 pages Phases: 1. Performance Planning and Commitment 2. Performance Monitoring and Coaching 4. Performance Rewarding and Planning 3. Performance Review and Evaluation PMS Cycle Non Teaching Positions Performance Planning Q1 January Mid-Year Review Year-end Results Q2 Q3 Q4 December Teaching Positions Q1 June Q2 Q3 Q4 March RPMS Timelines 2014 Tasks/ Activities 2013 2014 2015 Jan Feb Mar Apr May Jun Jul

Gm Powere Train Case

310 words - 2 pages . Alternatives: 1. Repair the broken press and install a new one, thereby increasing productivity. Pros * As a result of the new equipment, working process will be reduced, and the productivity will be increased. * Demand of long-term development will be met Cons * Impact on budget and performance evaluation * High cost for repairing and installing new press 2. Develop comprehensive initiative to initiate wide variety of

Ge Case Study

661 words - 3 pages the appraisal ratings? The format that is used for the appraisal ratings should be on a paper or a customer survey something that is going to assist the evaluation process * Each employee will be evaluated as such and one’s performance appraisal will be based on the logs that are put in the evaluation form * The manager maintains logs on each employee, whereby he periodically records critical incidents of the workers behavior. * At

Performance Management

640 words - 3 pages divisional performance. The nature of transfer prices and suitable methods of transfer pricing the work of the service division back into the main manufacturing and sales division are reviewed. Finally, the impact of a unified corporate database and improved information systems are considered. Divisional performance evaluation Controllable return on investment (Operating profit/Capital employed) Residual income ($m) (Operating profit less notional

Compensation Management

1922 words - 8 pages successful in the performance of the applied for job. Job evaluation uses skills to distinguish different internal levels of responsibilities/job within a company and verifies the jobs correlate or is competitive with the industry standards within the region. Skills refer to an ability to accomplish a job, while effort describes the energy required to perform the job. Effort refers to the exertion the employee must expend to complete

Managing Human Performance

2278 words - 10 pages achieving such outcomes (Becom & Insler 2013). The issues and challenges that organisations face when implementing performance management systems originate from either of the planning, performing or reviewing stages of performance management previously mentioned. Tovey et al (2010) suggests that they derive from a poor definition and understanding of the job, the appraisal and evaluation of performance and/or the actual discussion and delivery of


418 words - 2 pages overall performance of all employees; telling has productivity improved, remains same or fall. Evaluation is the ongoing process and its run throughout the year but some clash can be noted in the evaluations and developmental process but in a nutshell it's a process of evaluating, analysing and giving feedback of that process (THOMPSON & Read more:

Related Essays

Performance Evaluation Essay

831 words - 4 pages As you requested, I have finished my evaluation of Kyle Houston, who works as management consultants in Anders. I suggest that you have a second thought about promoting Kyle as the team leader in Dallas. My opinion is based on the observation of his performance during the three months' strategic planning with a division of RPG Financial Services. The ratings and evaluations collected from 15 team members, with whom Kyle worked during the last

A Comparative Investigation And Evaluation Of Oracle9 I And Sql Server2000 With Respect To Performance And Scalability

3061 words - 13 pages A Comparative Investigation and Evaluation of Oracle9i and SQL server2000 with respect to Performance and Scalability By Phathisile Sibanda Supervisor: Mr John Ebden Computer Science Department, Rhodes University 26 September 2005 Abstract: Performance and scalability are two omnipotent factors determining database availability and reliability. This is especially true for modern computer systems due to the inclusion of the Internet in

360 Evaluation Essay

335 words - 2 pages 360 Evaluation The 360 evaluation is a method used to evaluate the performance of collaborators, through a network of feedbacks using several sources. Should be involved in the evaluation, all the people which relates to the evaluated person. The range of people giving the feedback goes from the superior, same level colleagues, subordinates, clients, suppliers and even the person should evaluate himself, allowing an overview of the employee’s

Performance Appraisal Essay

2290 words - 10 pages that ingratiating subordinates are better liked and receive more pay increases, more favourable performance appraisals and more promotions than do equally qualified, non-ingratiating workers. Managers admit that political considerations are nearly always part of the evaluation process. Research, nevertheless, shows a positive relationship between merit pay systems and organisational performance. Discrimination on the basis of performance is an