HRM 635 Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development
HRM 635 Performance Appraisal at Telespazio Aligning Strategic Goals to People Development
The most effective role that links employees and the company is the kind of value they bring to the company each day. Companies that cannot see the value in the employee or one of their employees would try to increase training or eliminate such employees. As a result, employees have remained the most important and effective resource in an organization. The need to understand the abilities of each employee has resulted in the development of various tools that could aid in the process. One of the tools is Performance Appraisal at Telespazio (PAT). This tool was developed by Telespazio company in Brazil. Scholars have approved that the tool is significant in managing employees and defining performance (Profili et al., 2018). The purpose of this paper is to explain how the organization uses appraisal assessments to identify employee roles, the current appraisal systems, performance ratings, and Telespazio’s practices for performing appraisal interviews.
Uses of Appraisal Assessments
The tool is the TPAD (Telespazio Performance Appraisal for Development), which is the main assessment system. This system is able to note weaknesses among employees and allow the stakeholders to propose ways of training employees. In doing so, they take a great deal of time working on employee identification to understand their needs and provide the best environment that can motivate employees to perform. The investment that management has in the employees is expected to be seen in the company’s operation. For instance, the training of employees and awarding of education scholarships are meant to equip employees with better skills that can aid in transforming the operation of the company (). Indeed, The level of engagement and empowerment of these employees defines the strength they will be aiding in driving a company to meet its obligations. Therefore, to avoid such issues, the TPAD tool is used to examine each employee’s strengths and weaknesses.
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The tools lead to an informed decision on employee promotion through performance rating (Pisano, 2019). scholars expound that employees will always develop their perception of a company depending on the motivation and the level of treatment they receive from the management. Allowing employees to own the company affects all their operations towards the company. They would be working at the company as their own. These employees also understand the competition in the labor market such that they would be ready to search for greener pastures to meet their needs. Employees cannot thrive in a company with limited retention strategies but flourish in a firm that motivates and notes their effort. These actions are recorded by the tool and used in awarding employees.
The tool leads to the creation of value in an organization. It creates employee engagement and results in employee retention, which increases the value of a company to investors. The investors would observe the worker turnout and retention records to analyze an effective company that would give them value for their investment. A company with high worker turnout records would catch the investor’s attention as it defines the company’s problems. The performance index in a company is one of the main variables affecting the investors’ decision. The lower employee retention n strategies would affect the performance of a company and thus would further scare investors. Therefore, the tool creates a better understanding of employees, leading to effective value creation.
Changes or Strategies for Telespazio
TPAD system requires a frequent updates with the most recent technology to make it more effective. The current competition in the UT industry has resulted in more advanced appraisal tools that might render TPAD infective in the coming years. Therefore, it would be significant for the management to ensure that the tool is restructured to meet the changing demand of the employees. Again, it could also be remodeled to ensure that it meets the objectives (Pisano, 2019). However, applying the sample tool over again results in poor performance because of the changing environments that favor the application of the tool.
The tool should be remodeled to allow an automated hiring system that can understand employees’ behavior and signal an applicant’s fitness to be accepted at the company. Identifying employee behaviour trends and patterns, data collection, and analysis are central to being a competent leader. These skills enable the leader to develop various innovative ideas to foster employees to deliver the desired outcome. He further notes that the traditional approach to leadership is slowly losing significance in various organizations. In the traditional era, the leader had the final say on organizational issues. However, in the recent past, tools such as TPAD could be made to solve the issue of hiring and employee behaviour.
Description of The Appraisal Tool and Appraisal Interview
Telespazio is a unique tool as it uses the SAP management tool. This tool has been helping companies to make better decisions in the human resource department. Again, the tool is recognized internationally, implying that it is effective for many companies across the globe (Profili et al., 2018). The new version of SAP has a competitive advantage over companies as it aids in easier planning and support. More future developments would increase the tool’s effectiveness and ensure its success in managing employees.
Benefits of the Appraisal Tool and Appraisal Interview
Appraisal tools and interviews train the leaders on connective leadership. It encourages leaders to limit traditional styles of dealing with people and adopt modern leadership styles. This is where leaders seek advice from other stakeholders before making a decision that affects the organization. Such leaders enhance collaboration and communication between their subjects (Linder & Foss, 2018). They support a decision-making process where all stakeholders can speak their minds. In doing so, they can transfer the power of leadership to employees, who are the main stakeholders in the service delivery process. The harmonious coexistence developed between the leaders and followers would as well be a form of motivation that allows followers to unleash their full potential in meeting the desired outcome.
Telespazio needs increased automation of the system. This change would make the tool more effective in quickly handling a wide range of employees. Again, the company needs to increase customization options for the tools so that each can customize the tools according to the needs of their employees.
The operation of the HR system also needs to meet the needs of its employees to improve the overall outcome. The company’s employee engagement level has yet to attain the required level to motivate employees to register the desired performance. The change at the company leads to start from the leaders who would include employee engagement strategies within the management of all the departments. Therefore, appraisal tools and interviews are a great source of determining the ability of each worker in an organization.
Linder, S., & Foss, N. J. (2018). Microfoundations of organizational goals: a review and new directions for future research. International Journal of Management Reviews, 20, S39-S62.
Pisano, G. P. (2019). The hard truth about innovation. Harvard Business Review, 97(1), 62-71.https://static1.squarespace.com/static/5f335d8f379f9d38d30a78d6/t/607e6a9a2e00eb022cd0981c/1618897569455/The+Hard+Truth+about+Innovative+Cultures.PDF
Profili, S., Sammarra, A., Innocenti, L., & Gabrielli, G. (2018). Performance appraisal at Telespazio: Aligning strategic goals to people development. In The Italian Model of Management (pp. 31-48). Routledge.https://www.researchgate.net/publication/272157253_Performance_Appraisal_at_Telespazio_Aligning_Strategic_Goals_to_People_Development