Question

Read the Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development case study located in Topic Materials. In your teams, discuss the assessment of employees within the Telespazio organization. Develop a written description (750-1,000 words) discussing current evaluation methods, how the organization uses the appraisal assessments to identify employee roles, the current appraisal systems, performance ratings, and Telespazio's practices for performing appraisal interviews. As a group, decide what changes or strategies could be implemented to Telespazio's current performance appraisal practices. Include an appraisal tool that would benefit the company and an effective method for performing an appraisal interview. Describe the benefits of using both the appraisal tool and appraisal interview in the performance appraisal practice.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to LopesWrite. Please refer to the directions in the Student Success Center.

INSTRUCTIONS FOR STUDENT: Use this to help make sure you covered all the required content, structure, and mechanical expectations.
Content (Student should structure the paper into sections in BOLD below.)
Section 1- Introduction (←Use this header): what the memo is going to be about; it mentions the upcoming sections.
Section 2- Current Appraisal Methods (←Use this header): In this section you need to discuss these issues in the following order: 1) Current evaluation methods; 2) How the organization uses the appraisal assessments to identify employee role; 3) The current appraisal systems and performance ratings; and 4) Telespazio's practices for performing appraisal interviews.
Section 3- Changes or Strategies for Telespazio (←Use this header): Describe what changes or strategies could be implemented to Telespazio's current performance appraisal practices.
Section 4- Description of The Appraisal Tool and Appraisal Interview (← Use this header): Include a description of the appraisal tool that would benefit the company and an effective method for performing an appraisal interview. (You’ll put the actual document, tool or form in the Section 7 Appendix).
Section 5- Benefits of the Appraisal Tool and Appraisal Interview (← Use this header): Describe the benefits of using both the appraisal tool and appraisal interview in the performance appraisal practice.
Section 6- References (← Use this header): has at least 2 peer-reviewed/scholarly references from the databases within the library. The references are also integrated within the paper.
Section 7- Appendix (←Use this header): Include copy of the performance appraisal tool or form as described in Section 4.
Organization / Development
The 7 required sections are organized separately in sequence as listed in the Content section.
The memo is at least 750 words in length (excluding references and headers) size 12 Times New Roman font with double spacing text.
Each section is labelled with the header prescribed above.
Mechanics
Formatting or layout and graphics are pleasing to the eye (font, colors, spacing).
Rules of grammar, word usage, punctuation, capitalization, and spelling are followed.
Sentences are complete, clear, varied, and concise with proper syntax.
Used size 12 Times New Roman font for main body text and References.
Used double spacing between sentences and in References section.

Answer 1

Telespazio is a company operating within the space services segment which is extremely competitive requiring the company to optimize value creation through innovation to obtain and retain a competitive advantage. The major factor creating value within this segment is a talented and creative human resource which is the most important input for the company. To optimise human resource management it is essential that an effective and efficient performance appraisal system which is an important tool in motivating employees towards performance excellence through an environment conducive to innovation and creativity buy accurate identification of perceived value within rewards for every employee with the means and methods required to achieve strength mindsets poker step on growth and achievement conversion of intrinsic talents into dependable strengths with constant standard performances. In 2005 the company adopted a system of appraisal which was to achieve successful transition within the organization. The appraisal system was designed to make accurate employee management decisions regarding compensations, awards career advancement for mobility and training required. System what's paperless to ensure that important values factors collaboration former transparency, inclusiveness within the definition of objectives, focus upon competencies and roles, and provide clear referencing for observable behavior. (Dessler, 2014)

The two-fold system adopted was designed to achieve a successful transition for the company along with optimal support facilitating professional growth and development of the employees which would enhance value creation capabilities of the company. The two aspects of employees performance goals were effectively evaluated, namely, goals and objectives to be achieved by the employees and the professional and technical skills the employee possessed along with organizational support. The system of appraisal identified the skills which were important for every profile resulting in the evaluation of different styles for a different position for every employee within the company with the exception of the executives.

Current Appraisal Methods:

The present system of appraisal existing within the Telespazio is referred to as TPAD, an acronym for TELESPAZIO PERFORMANCE APPRAISAL FOR DEVELOPMENT. The process is designed to achieve specific goals for the company within performance management by providing adequate support for designing optimally employee rewards farmer compensation career advancement in training while simultaneously promoting transparency, joint definitions of objectives, reference to observable behavior and focus on roles and competencies. (Profili et al 2014) the design of the appraisal process is aimed at the achievement of optimal output from the employees by the provision of all required support in the form of training and environment while developing the ability to overcome obstacles with the adoption of a strength mindset and treat failures as an important contributor to learning and growth. This would result in performance excellence and exceptional value creation for the individuals, departments and the company.

An effective performance appraisal system performs the task of motivating the employees which require that employees perceive the system to be inequitably just to all with no discrimination identifiable. This was established by Farndale and Kelliher and implemented within the TPAD. Dishes adequately achieved with the initial interview which is an important part of the appraisal process. It consists of identification and listing of various skills, strengths, weaknesses objectives and accomplishments to be achieved by employees for the upcoming year by managers and employees. This establishes the required joint definition of objectives by adequate inclusion of the employees which provides a sense of authority and ownership one helping to promote cohesiveness throughout the organization.

Changes/Strategies suggested for Telespazio:

An important factor for consideration within every process of multinational organizations is the scope for imitation of a tool or technique implemented within one location in all other geographical locations. The existence of contrasting or startlingly different cultures within certain locations can result in strategy or tools which is extremely successful providing exceptional results within one location proving to be a dismal failure in another due to the lack of consideration of the existing cultural dimensions and the social structure prevailing within the countries requiring a different approach. Due to the existence of different attitudes, the implementation and adoption of any change may encounter different levels of resistance. The existence of a different style of leadership not capable of leading change or a culture with a high level of uncertainty avoidance index on the Hofstede model simple factors which could result in failure to successfully implement the appraisal system. Amazon reason why global companies have adopted a unique and innovative approach to designing and implementing strategy across different locations is the understanding that within business processes and practices one-size-fits-all does not exist. It is essential that the performance appraisal system be designed with adequate consideration of the specific culture and society prevailing with the optimal auction of requiring every different region to design their own performance appraisal system which would be an inclusive approach essential for optimal and effective implementation of the system by acceptance and absolute adoption by the concerned region. The central office can provide the final input by modifying the system to bring it in alignment call location to ensure that no disadvantage discrimination results for any specific location.

Description of the appraisal tool and interview strategy:

The present tool and system adopted by Telespazio are SAP, which is extremely efficient and effective being a reputed and universally adopted management tool. However, the company needs to update the version as SAP has introduced the supporting application known as the success factor for the performance management application used by Telespazio. The new technological tool offers comprehensive appraisal tools including features within the performance module related to goals, learning, and development to facilitate easier planning and strategy on the basis of key indicators of performance integrated into the single module.

The tool will be designed for evaluation providing results at four different levels to clearly facilitate identification of performance excellence and performance below par. The exceptional contributor who performs above the standard exhibiting initiative and motivation. The valued contributor who performs constantly at the given standard effectively and is dependable. The improving contributor pure required to improve to achieve the level of the valued contributor. An ineffective contributor who performs much below the standard and needs substantial improvement to perform the job effectively.

The performance dimensions will be related to the quality of work and quantity of work. Factor evaluation system taking into account all the nine factors for efficient evaluation of the job will be adopted. The structure of the factor evaluation system is designed to accurately assess every factor required for value creation process in the form of input along with all the factors which may impact the major factors within the external environment in generating the required output along with all the essential features required within the support system for achieving the required output. It provides a comprehensive evaluation on the basis of an assessment of:

1. All the different kinds of knowledge required by the position.
2. The level of supervisory control exhausted over the position along with the feedback and review system and level of accountability.
3. The guidelines and procedural framework available for performing the work.
4. The complexity of the work to be performed on the level of creativity and skills required with the application of knowledge and the ease of performance like repetitive tasks.
5. The scope and effect of the job in terms of purpose and value creation for the product or service.
6. The level of personal contact established and required for performing the job.
7. The reasons for the contacts to be made.
8. the level of physical activity required with regards to the nature of the activity its frequency and intensity.
9. The work environment prevailing with the level of support it provides.

The HR department is also responsible for ensuring the performance of the entire human resource is in alignment with the organizational goals with a clear focus on optimizing value creation through every process. Implementation of the strategy devised for achievement of corporate goals is extremely important at each level of the organization, For the employees to be focused on the aims and work towards their achievement as a whole requires perfect implementation of the plan at each level with built-in checks to ensure required results are being achieved at each level or changes need to be made. Implementation of any strategy needs to be dynamic and proactive not reactive for achieving optimal results. The sooner any deviations from goals are detected and corrected the faster the objectives are achieved. Implementation and evaluation should go hand-in-hand for the success of the strategy, as in the present situation of a constantly changing economic environment, it is essential to evaluate and analyze the results at regular intervals so as to correct deviations and ensure the organization keeps moving towards its future goals.

Benefits of the Appraisal Tool and Appraisal Interview:

The performance management system consists of setting performance standards through established performance management policies and procedures focused on the strategic goals with a clear description of the objectives to be achieved and the standards to be maintained. Performance measurement through an adequate and efficient system of performance appraisal provides feedback to measure against expected standard review the variations and implement changes wherever required. The changes need to address underperformance and discipline along with an adequate system of communication for reporting of all progress to the concerned employees. This progress and feedback need to be the basis for the reward and remuneration strategy to be adopted and implemented to ensure a fair and just, non-discriminatory approach which serves to motivate the employees. To implement adequate processes for constant improvement and growth of the employees as well as the department and organisation by strategic implementation of training processes which improve knowledge and aid skill development along with fulfilling personal goals of employees resulting in fulfilling all employee needs by providing support for improvement and opportunities for growth leading to an exceptionally motivated workforce striving for performance excellence.