Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development Essay

Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development Essay

Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development Essay

Performance Appraisal

Performance appraisal is a critical process that drives success in healthcare organizations. Healthcare organizations use it to determine employee strengths, weaknesses, and opportunities that should be explored to be achieved the expected outcomes. A performance appraisal system should facilitate transparency, accuracy, and honesty in an organization. It should reflect the true performance abilities, challenges, and needs of the employees. Therefore, this research paper examines the performance appraisal system used in Telespazio.

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How the Organization Uses Appraisal Assessments to Identify Employee Roles

Telespazio uses appraisal assessments to identify the roles of its employees. Accordingly, it uses electronic assessments systems that enable the identification of the employee performance and needs in the organization. The system also acquires information related to the expected employee roles, performance goals, and career advancements needed to ensure competency development (Aungsuroch et al., 2022). The system compares the performance of the employee with the set competence skills and objectives. Through it, employees determine their effectiveness in undertaking their assigned roles in the organization and ways of achieving their desired role competencies.

Current Appraisal Systems and Performance Ratings

Telespazio currently uses the Telespazio Performance Appraisal for Development (TPAD) for its employee appraisal. The system is an improvement of the Performance Appraisal at Telespazio (PAT) system. TPAD system was adopted to enhance transparency and efficiency in processes, including employee compensation, career advancement, training, and rewards. The system explicitly focuses on the employee roles and competencies in the assessment process. TPAD’s adoption has contributed to positive outcomes in Telespazio such as objectiveness of performance appraisal processes and alignment of employee skills with organizational goals. TPAD promotes transparency in the appraisal process by ensuring that the employees list their expected roles and goals in a year for use in the appraisal. The managers appraise the employees based on their achievement of the set goals.

Telespazio also utilizes 360-degree feedback and management by objectives systems for employee appraisal. The systems providean objective assessment of the employee performance and needs in the organization. The 360-feedback in the organization entails the involvement of the employees from the different levels in the assessment process. The system supports transparency since the employees can rate themselves and their managers (Moradi et al., 2017). The rating systems used for employee performance include levels such as to be improved, adequate, high, and excellent performance levels. The performance rating system for managers includes levels such as not achieved, partially achieved, achieved, and exceeded.

Telespazio’s Practices for Appraisal Interviews

Telespazio uses performance appraisal interviews for its employees. The employee and managers prepare for the appraisal interview by gathering information about their performance abilities and expectations. The appraisal interviews focus on the results achieved by the employee, gaps between the expected level of skill performance, and ways of addressing the employee’s needs. The employees should make a list of their achievements and suggested training activities to address their areas of weaknesses(Ali et al., 2019). Therefore, performance appraisal interviews provide subjective and objective data about the employee strengths and opportunities to address the identified weaknesses.

Changes that could be Implemented

Telespazio is a multinational company operating from different countries globally. As a result, it should implement performance appraisal systems that align with the diverse cultural values and practices in the countries it operates. The current TPAD system has been successfully used in the USA. However, its use may be ineffective in other countries such as France due to differences in leadership and cultural practices by the employees. Consequently, Telespazio must ensure that the adopted systems of performance appraisal align with the diverse cultural needs in its markets. It should consider using strategies such as involving local leaders in developing appraisal tools and appraisal processes (Bigdeli et al., 2019). Local leaders understand the cultural values and practices in the respective countries, hence, guiding Telespazio’s processes. Telespazio should also ensure that supervisors and managers from the different regions of the world perform performance appraisal and development interviews since the employees trust them more than they trust foreigners. The employees are also likely to provide accurate information about their achievements and needs when their supervisors appraise them (Bigdeli et al., 2019). Therefore, the consideration of the above will strengthen the relevance and accuracy of the appraisal processes in the different global Telespazio companies.

New Performance Appraisal Tool

Telespazio currently uses the SAP tool for performance appraisal. However, the current tool requires improvements since it is outdated. Improvements should be made to enhance the effectiveness of the performance appraisal process. Telespazio should upgrade its appraisal tool to incorporate other aspects such as learning and development modules. The updated tool should also enable employees to track their current performance and recommend strategies they need to achieve their performance objectives. The benefit of the new appraisal system is that the employees will remain up-to-date about their performance efficiency throughout the year rather than at the end of the year. It will also enable the employees to continually engage in activities that contribute to their competency development.

Effective Method for Conducting a Performance Appraisal Interview

The recommended performance appraisal interview that should be considered in Telespazio is allowing the employees to set their performance goals. The supervisors and managers should only play the role of assisting the employees to develop goals that align with the organizational mission and vision (Aungsuroch et al., 2022). The performance appraisal interview should be participative. The employees should be allowed to express their issues to the managers during the assessment process. The organization should prioritize the recommendations in the interviews for the realization of its objectives in the global markets (Aungsuroch et al., 2022). The benefit of this interview approach is that it will make it easier to undertake performance interviews since the employees will be highly informed about their expected goals in the process.

Recommendations to Telespazio Leadership

One of the recommendations for Telespazio’s leadership is creating a culture of openness and transparency in the organization. Open communication and involvement of the employees in decision-making should be embraced. The employee needs should be prioritized in improving system performance and efficiencies (Meinecke &Kauffeld, 2019). The second recommendation for Telespazio’s leadership is incorporating aligning rewards with performance appraisal results. The employees should be rewarded based on their achievement of the set goals in a given year. The rewards should be consistently applied to promote a culture of excellence in the organization.

Conclusion

Overall, Telespazio has effective approaches to undertaking performance appraisal. Slight improvements are needed to achieve the desired efficiency in the process. The organizational leadership should play a proactive role in ensuring the use of best practices in performance appraisal. The adopted performance appraisal systems should be adaptive to the different cultural needs and values in Telespazio’s global companies.

References

Ali, Z., Mahmood, B., &Mehreen, A. (2019).Linking succession planning to employee performance: The mediating roles of career development and performance appraisal.Australian Journal of Career Development, 28(2), 112–121. https://doi.org/10.1177/1038416219830419

Aungsuroch, Y., Gunawan, J., & Fisher, M. L. (2022).Performance Appraisal. In Y. Aungsuroch, J. Gunawan, & M. L. Fisher (Eds.), Redesigning the Nursing and Human Resource Partnership: A Model for the New Normal Era (pp. 69–79). Springer. https://doi.org/10.1007/978-981-16-5990-4_6

Bigdeli, A., Adel-Mehraban, M., &Namnabati, M. (2019).The Effect of the Appraisal Interview on Nurses’ Performance in Neonatal Intensive Care Units.Iranian Journal of Nursing and Midwifery Research, 24(6), 428–431. https://doi.org/10.4103/ijnmr.IJNMR_14_19

Meinecke, A. L., &Kauffeld, S. (2019). Engaging the Hearts and Minds of Followers: Leader Empathy and Language Style Matching During Appraisal Interviews.Journal of Business and Psychology, 34(4), 485–501. https://doi.org/10.1007/s10869-018-9554-9

Moradi, T., Mehraban, M. A., &Moeini, M. (2017). Comparison of the Perceptions of Managers and Nursing Staff Toward Performance Appraisal. Iranian Journal of Nursing and Midwifery Research, 22(2), 128–134. https://doi.org/10.4103/ijnmr.IJNMR_142_15

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Assessment Description
Read the Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development case study located in Topic resources. Discuss the assessment of employees within the Telespazio organization.

In 1,000-1,250 words, explain 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. Decide what changes or strategies could be implemented to current performance appraisal practices. Consider a new performance appraisal tool that would benefit this highly matrixed, global company and an effective method for conducting a performance appraisal interview. Describe the benefits of using both the proposed appraisal tool and appraisal interview during the performance evaluation process. Suggest a minimum of two recommendations to Telespazio leadership which would meet the performance appraisal expectations of fair and realistic criterion, and professional development and motivation of the employees.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center.