Are Performance Appraisals Reliable Efficient Method to Document and Evaluate Job Performance - Research Proposal Example

CIPD Assessment Activity of unit/s Using Information in Human Resources Unit No/s 5IHR Level 5 Credit value 4 Assessment method Written research proposal Learning outcomes: 1. Know how to identify and scrutinise appropriate HR data sources. 2. Be able to conduct small-scale research and analyse the findings. 4. Know how to deliver clear, business-focused reports on an HR issue. Assessment brief/activity You are required to develop a proposal for a research project for an organisation of your choice and that you are familiar with. The proposal should include: 1. a brief description of the research project and issue under investigation and an analysis of good practice in relation to this issue 2. identification of the key stakeholders and why and how they might be interested in or affected by this study 3. the key sources of secondary research and an evaluation of their contribution to the study 4. the key methods of collecting primary data and their relative strengths and weaknesses 5. an outline of how you might present the findings in order to persuade stakeholders to act on the results. Assessment Criteria 2.1 4.1, 4.2 1.1, 1.2 1.1, 2.3, 2.4 4.2. 4.3 Evidence required A written research proposal document equating to approximately 2500 words, together with a list of cited references. To be completed by assessor(s):Viktoria Andrikopoulou Unit Code Learning outcomes Assessment criteria Assessor comments Provide rationale for judgements against each assessment criterion and identify areas for development 5IHR Know how to identify and scrutinise appropriate HR data sources 1.1. Evaluate a range of primary and secondary methods for obtaining information including the use of online facilities for the research into an HR and/ or management practice. REFER You have reviewed examples of primary methods of data generation which could be applied for the purposes of your research proposal – good analysis of a range of data issues which need to be taken into consideration. You now need to demonstrate a similar evaluation of the proposed secondary data sources for your research proposal Viktoria ie identify, analyse and evaluate at least 4 different secondary data sources. Please also clarify the aims and objectives of your specific research proposal eg. do you plan to review the current performance appraisal process with a view to identify areas for future improvement? 1.2. Compare and contrast data from different sources and publications. REFER This links to AC 1.1 above You need to demonstrate a wider range of secondary sources here Viktoria to confirm that you have compared and contrasted data from different sources and publications. You should aim to cover at least 4 different examples so that you cover data sources relating to academic (text books and journals), professional (CIPD and ACAS), industry/sector (information relevant to your business sector) and inhouse sources (data; policies in place) 2. Be able to conduct small-scale research and analyse the findings. 2.1 Identify an area of HR/ business practice which can be investigated REFER You have clearly undertaken a good deal of reading around this subject area which is evidenced through your exploration of key issues relating to performance appraisal. However, you have not underpinned your assertions to sources of recognised best practice. You need to review your Reference Section and identify which of the sources you have listed could be underpinned to your narrative in order to support your assertions. I also suggest that you extend you research to include recognised and contemporary best practice resources such as CIPD and ACAS where there are numerous up to date reports and guidance materials 2.3 Justify the choice and application of data collection methods and research instruments to explore an area under investigation REFER You have clearly reviewed examples of primary methods of data generation and assessed how they will contribute to your research proposal. You have shown good consideration of data issues Once you have developed a more indepth analysis of the secondary sources (AC 1.1 and 1.2), you will be able to confirm why these specific sources will contribute to your research proposal. Please ensure that you show how you will consider data issues such as reliability, validity, currency and authenticity in your analysis of these methods 2.4 evaluate the strengths and weaknesses of a research study REFER You have considered the strengths and limitations of the primary sources of data collection methods and given good consideration of issues relating to reliability, validity, authenticity and currency. You now need to show how you have considered these data issues in relation to the secondary sources of data ie validity, reliability, currency and authenticity. Know how to deliver clear, business-focused reports on an HR issue. 4.1 Identify key stakeholders, their interests and needs REFER You have explored the interests of a number of key stakeholders but need to explicitly confirm what their respective levels of influence are in relation to your research proposal. You could draw on power/impact grid referenced in your guidance notes to illustrate this clearly. 4.2 Evaluate different ways of presenting data to meet stakeholder needs. REFER You have competently reviewed the respective merits of a number of different communication methods but need to confirm how these methods will meet your stakeholder needs and expectations. 4.3 Use an appropriate mix of diagrammatic and narrative formats. Borderline PASS You have clearly identified and analysed the key features of written reports as a potential method to communicate your research proposal –your work could have been enhanced further by exploring more examples of written formats eg. emails, briefing notes etc. You have explored graphical methods in general and outlined examples such as tables and graphs- again, your work could have been strengthened further by examining these specific examples and linking their suitability to meet stakeholder needs. By addressing AC 4.2, above, you will generate further relevant evidence for this criterion. Assessor feedback summary: Viktoria, I can see you have spent a lot of time and effort for this TMA by pulling together some relevant research relating to methodology and exploring issues relating to performance appraisal. Please don’t be too disheartened by the number of refers as they are interlinked for this TMA and it is clear that you are very capable of making the necessary amendments evidenced through the high standard of your written skills. Please read through my feedback comments which are listed in the checklist above- these outline the specific areas of this TMA which require some further expansion and development to meet the assessment requirements. You should aim to resubmit your work (please add your additions to this submission, highlighted in a different colour of font) in the next two weeks. Please also ensure that you attach this completed checklist to the front of your resubmission. Viktoria - please don’t hesitate to contact me if you have any questions Kind regards, Alisoun Assessor name: Alisoun Nisbet Signature: Alisoun Nisbet Date: 5/03/15 Decision: Pass date Refer 1 Alisoun Nisbet Date 5/03/15 Draft Feedback date Fail date Internal Verifier name: Signature: Date: Decision: PASS REFER 1 Draft Feedback FAIL Feedback to the Assessor Action to be taken by assessor(s) following I/V sampling CIPD Assessment Activity 5IHR TMA: Using Information in Human Resources Performance appraisals: are they reliable efficient method to document and evaluate job performance Name: Viktoria Maria Andrikopoulou Word Count: 2500 Date: 01 March 2015 Introduction It is essential to maintain productivity and performance of the human resources in the working continuum at their peak. Consequently evaluating the skills of the employees regularly in addition to establishing the level of competency and effectiveness are key factors for consideration within the human resource management activities. Performance appraisal is that process which the management of the organisation employs accordingly to examine and evaluate the employee behaviour at work, comparing their standards and documenting accordingly the considerable elements to rate the employee work rate and level (Bohlander& Snell, p 28, 2010). Further, the method also gives the employees the opportunity to evaluate the areas of improvement and those expected to improve for better result. This consideration is an undertaking of the human resource management unit of the organisation and identifying such considerations gives the organisation and its employees’ better chances of performance in the workplace (Bohlander& Snell, p 28, 2010). Analysis of the issue Performance appraisal does give the management a systematic way in which to conduct the process. The supervisors of the organisation are responsible for measuring the pay of employees, and analysing the factors considered as the driving force for the given employee performances(Lansbury, p 52, 2011). Thus, observing from this concept, it is my belief that the employees have a better position of guiding the employers for better performance. The appraisal activity is useful to the core of the organisation in measuring its performance and establishing the areas that require change(Murphy& Cleveland, p 43, 2005). Change in the business environment is a constant factor and it is imperative for the organisation to keep track of these changes and engage accordingly to combat the rising competition. The facilitators of the competitive advantage are the employees through whose input the organisation grows. Therefore, performance appraisal is a key issue for researching accordingly and developing to the expected stature of the given organisation. The appraisal process is important for identifying the strengths and weaknesses of given employees to establish the correct people to work on given job activity (Moschetto, p 8, 2013). The findings are useful for assisting the employee to develop their professional capability, making them better achievers. Thus, from this concept, it is an issue of consideration (Murphy& Cleveland, p 43, 2005). However, the challenge comes in that the stakeholders entailed may have varied opinions and approaches to the issue. Notably, the efficiency and effectiveness of the process is a remarkably questionable factor. The use of appraisal is similar to open distrust among the employees, an element that may cause challenges in managing the employees and building trust in the leadership of the organisation (Boker & Hahn, p 87, 2014). Further, the review does reflect the need to factor the elements of the gain to the organisation. Therefore, considering these factors, it is essential to consider the significance of the appraisal processes within the management setting. Through the advantageous aspects of the routine exercise for evaluating the employee, performance should become a norm (Harvard Business School, p 64, 2009).Performance appraisal gives motivation and chance for promotion in addition to other benefits to the employee and the management equally. Therefore, it is essential to facilitate the process of employee performance for better protection of the employees. This proposal will seek to evaluate the current employee performance appraisal techniques and their impact on the stakeholder. Identification and evaluation of key stakeholders The key stakeholders entailed in the subject of performance appraisal are the human resource unit in any given organisation. The people affected are the employees and the owners of the business entity. The employees as key stakeholders have a mixed reception towards the activity. Notably, in recent developments, the employees as stakeholders have a negative approach to the issue of appraisal, many citing various reasons for opposing performance appraisal as ineffective. The first element is that the managers do not rate the employees on criteria as expected, creating the aspect of bias in the appraisal process. Further, is the issue of hypocrisy, particularly when the managers fail to adhere to given state policies and procedures? The process may create disappointments and distrusts among the employees impairing the exercise(Enders, p 72, 2010). Further, poor informal feedback affects the reception the employees have towards the given activity. it is notable that most employees would love to experience motivation. Therefore, these aspects affect the reception the employee as a stakeholder has on the issue at study. Therefore, proceeding with this study will help develop more technology for managing the employee expectations. The management and owners of the organisation as stakeholder rather undergo similar position towards the subject considering they have vested interests in the employee. Therefore, their interest is to establish which employees are performing accordingly. Similarly, these techniques require care and concern to approach as breaking employee trust can highly impair the business setting (Smither, p 55, 2008). The second aspect of the appraisal is that the process may de-motivate or discourage the employees. Nonetheless, it is an essential development that the employees gain a fare approach from the appraisal exercise. Reliability of the information gathered is key. Thus, under such elemental considerations, the performance appraisal is key in the course of the findings that this proposal identifies regarding the issue of performance appraisal. Evaluation of the sources of secondary research Type of dataeg. Source How will it contribute to my proposed research project? Fact sheets Cardy, R. L., & Dobbins, G. H. (1994). Performance appraisal: alternative perspectives This source is most relevant as it incorporate the expected statistical and empirical data for understanding the issue in study. Qualitative Bernard, H. R., & Ryan, G. W. (2010). Analyzing qualitative data: systematic approaches This source presents an in depth evaluation of methods of analysing qualitative data in survey hence its useful for the proposal. Qualitative Bohlander, G. W., & Snell, S. (2010). Managing human resources. This source presents a basic understanding of the HR practice and managing employees Qualitative Culley, N. 2010, "CIPD training", Financial Adviser This source is empirical for secondary data on employee training and performance. qualitative Smither, J. W. (2008). Performance appraisal: state of the art in practice. This source will aid in understanding performance appraisal as a thorny issue facing HR practitioners and suggest solutions accordingly. Qualitative Enders, C. K. (2010). Applied missing data analysis. This facilitates an evaluation of techniques for analysing data and completing a conclusive research process. Qualitative data Harvard Business School. (2009). Performance appraisal expert solutions to everyday challenges. This source will facilitate useful study information with hand tools for self-test and real life illustrations of challenges that managers face in facilitating appraisal process. Qualitative Neuman, W. L. (2006). Social research methods: qualitative and quantitative approaches. This source primarily gives coverage of both qualitative and quantitative methods of gathering data for the proposed research. Qualitative Murchison, J. (2013). Ethnography essentials designing, conducting, and presenting your research. This source is comprehensive in covering versatile tool for many research needs, hence is useful for this proposal. Quantitative Murphy, K. R., & Cleveland, J. (2005). Understanding performance appraisal: social, organisational, and goal-based perspectives. This source facilitates a social perspective of the issue with statistical evidence for quantification regarding appraisal. Thus, it is remarkably useful for this proposed study. Fact sheets C Bokert, M, & Hahn, A 2014, Countdown to ACA Compliance: Key Issues under the Employer Mandate, Employee Relations Law Journal, 40, 2, pp. 79-100, Business Source Complete, EBSCOhost, viewed 12 March 2015. This source is most relevant as it incorporates the expected statistical and empirical data for understanding the issue in study. Methods of collecting primary data Within the confines of any given research process, data collection is incredibly important as it defines the success of the research project. Therefore, in facilitating the research proposal several aspects of the data collection process come into consideration. The factors of consideration in selecting the methods too use in collecting data incorporate the following elements. Notably, the techniques must consider the aspects of the accuracy of the data collection, as data accuracy is an essential factor in the success and acceptability of the research findings. The second aspect for consideration in selecting methods of data collection is the cost to incur within the execution of the method selected. Lastly, the third and significant aspect s the efficiency of the data collection process, as the method selected is key in determining the effectiveness and efficiency of the collection process for reliability (Neuman, p 32, 2006). Thus, with these three aspects considered, this research proposal will undertake the three core primary techniques for data collection. Despite the rise in the use of online and mobile survey techniques, the use of face-to-face surveys remains key in approaching the research process. Thus, the methods selected include the use of questionnaires, interviews and observation. These core primary techniques will facilitate the understanding of the key considerable elements of the proposed research project (Neuman, p 34, 2006). Primary research method Strengths Limitations How will this method contribute to my research project? Questionnaires The methodology will facilitate the process to reach a vast geographical coverage of the data collection. The questionnaires are notably practical. The questionnaires will allow collection of large amounts of information as a large number of the people will be reached within a short period of time. The technique is also relatively cost effective, despite the preparation required. The technique also allows for fast and easy quantification of the data gathered by analyst or software packages. The data gathered is easily scientifically and objectively analysed compared to other research methods. The data can easily be used to establish new theories as well as test the existing hypothesis. Accessible to all employee work patterns/ shifts Very time consuming to produce The technique is inadequate in gathering data on various forms such as feelings, emotional and behavioural changes. It is complex to ascertain the honesty of the respondent. The imposition of the researcher means that the researcher determines what he feels is important. This may cause the research to leave out significant information. Unfamiliar language may be off- putting for some No incentive to complete the exercise Low return rate may skew results This methodology is selected because it is very useful for gathering direct data and the attitudes held by the various stakeholders, particularly the organisation’s workforce. It is useful because it will facilitate confidentiality and reliability of the research. Observation The key strength of this technique is directness, in that it provides a direct access to the social aspects in consideration. The observation technique also provides diversity, flexibility and applicability in the type of data, both as qualitative and quantitative data. Observation, after recording provides a permanent record of the findings. It is also most useful since it is complementary with the other approaches of data collection. The drawback of this method is that its practicability is low, considering factors such as time and resource consumption. It is susceptible to observer bias as observer preferences come in play impairing the reliability and validity of the findings. The observer effect also influences the behaviour of the employee being studied when they realise they are under watch. This method is useful to the course of this research proposal as it will provide complementary aspects to the other methods of data collection selected, in addition to collecting remarkably useful data for the proposal. For collection of data, the method will be used through observing the appraisal process and reactions thereof of the elements in participation. Interviews The use of the interviews is useful to obtain a detailed information of the personal perceptions, opinions and feelings The methods allows the facilitator to ask more detailed questions hence better information gathering The interviews reach a higher response rate The issue of ambiguities entailed in responds can be clarified and complete answers established. The interviewees are not easily influenced by other people in the group hence validity The notable disadvantages of this method include that it can prove very time consuming. The method is also relatively costly The different interviews may bring about a different transcribing of the interviews, affecting the entire findings. The method is useful for the course of this research proposal as it will allow the research to investigate the issues entailed in depth. It will allow a deepening understanding of the data gathered which is key to the course this research pursues Presentation of findings The presentation of the findings is a key factor for consideration in a typical successful research proposal. It is essential to adopt methods of presenting the findings that will aid in showing the best aspects of the findings to the stakeholders entailed in the subject of the research. The core methods of presenting the information include the use of written reports and graphical presentation, which incorporates the use of graphs and tables of recordings (Hesse-Biber& Leavy, p 22, 2010). Graphical presentation The graphical view of data is among the vastly applied techniques of presenting data. The method is mostly selected from its ability to facilitate an easy understanding of the reports, making it rather advantageous. The methodology is useful considering the following advantages that it will facilitate. First, the method facilitates higher acceptability particularly to busy people as it clearly highlights the theme of the report and helps avoid aspects of tie wastage entailed in reading a report. Secondly, the report is easy in facilitating a comparative analysis as use of graphs helps provide a graphical representation and comparison of the findings, drawing the required attention (Murchison, p 123, 2013). Further, it is less costly in aspects of time and money as the observer of the report easily understands the recordings. Moreover, the technique of presenting data is useful in facilitating fast decision-making process, as the executives make conclusive decisions from just a glance at the report. Lastly, the graphical method of presenting findings helps in facilitating a logical flow of ideas, as the tables and graphs are useful in organizing the findings in a logical sequence (Murchison, p 126, 2013). It is useful for less literate persons and subject to less errors and mistakes. Thus through these advantages, this technique is remarkably useful. The graphical methods will allow the stakeholders such as the employers and supervisors to easily establish the content of the findings saving them time consumed in reading written reports. Further, it will allow for comparison of the parameters entailed in the research; hence, better understanding of the findings for the stakeholders. However, it suffers the following limitations, which are notably significant for considering. The graphical presentation method is relatively costly considering the costs of producing colour reports combined with the human effort required. Secondly, this technique proves lengthy to prepare hence, it can be time consuming to produce. The method lacks the aspects of privacy and secrecy, as the data is evidently clear for any observer of the report to see. Moreover, the variety of graphical considerations such as tables and different types of graphs that can be used makes it difficult to choose the presentation method. Thus, such considerations can render this technique relatively difficult to use. Nonetheless, with proper control measures, this technique is useful for the course of this proposed approach. It will aid accordingly in representing the findings for analysis. Written reports The written reports is the widely used technique for presenting findings in given research excavations. The technique is accepted widely for its ease in establishing and developing accordingly. It is useful accordingly from its ease of construction and the simplicity of the data presentation. Additionally, this method offers the recipient of the report in that it gives a descriptive aspect of the findings, facilitating better decision-making process from informed choices. The production of write reports is simple and convenient as it can be accompanied by complimentary presentation methods such as tables and graphs for enhancement. However, it is evident the use the written reports may not favour the illiterate, as it requires higher levels of literacy to evaluate and understand accordingly(Bernard & Ryan, p 165, 2010).Further, the production of the reports is time consuming as compiling the findings into a written format can take long time. Nonetheless, despite these limitations, many research projects prefer the technique for presenting data. Consequently, this proposal will employ the written reports accordingly to present the findings of the research proposal. The stakeholders such as the employees will require a detailed explanation and description of the findings and recommendations; hence, written report will meet this need successfully. The written reports will give stakeholders entire details to understand clearly what action to follow. Conclusion Therefore, observing from these developments of the research proposal it is evident that performance appraisal incorporates the key stakeholder, of employees, the management team and owners of the organisation. Consequently, the approach taken is key as it will influence the outcome of the study. Therefore, combining the selected methods of data collection, which are effective, and given methods of data analysis, the research team will work concurrently and in conjunction to the organisation for better achievement of results. References 1. Bernard, H. R., & Ryan, G. W. (2010). Analyzing qualitative data: systematic approaches. Los Angeles [Calif.], SAGE. 2. Bohlander, G. W., & Snell, S. (2010). Managing human resources. Mason, OH, South-Western Cengage Learning. 3. Cardy, R. L., & Dobbins, G. H. (1994). Performance appraisal: alternative perspectives. Cincinnati, South-Western Pub. Co. 4. Enders, C. K. (2010). Applied missing data analysis. New York, Guilford Press. 5. Harvard Business School. (2009). Performance appraisal expert solutions to everyday challenges. Boston, Mass, Harvard Business Press. http://www.books24x7.com/marc.asp?bookid=31228. 6. Hesse-Biber, S. N., & Leavy, P. (2010). Handbook of emergent methods. New York, Guilford Press. 7. Lansbury, R. D. (2011). Performance appraisal. South Melbourne, Macmillan. 8. Mathis, R. L., & Jackson, J. H. (2010). Human resource management. Mason, OH, Thomson/South-western. 9. Murphy, K. R., & Cleveland, J. (2005). Understanding performance appraisal: social, organisational, and goal-based perspectives. Thousand Oaks, Calif, Sage Publications. 10. Murchison, J. (2013). Ethnography essentials designing, conducting, and presenting your research. San Francisco, Calif, Jossey-Bass. http://rbdigital.oneclickdigital.com. 11. Neuman, W. L. (2006). Social research methods: qualitative and quantitative approaches. Boston, Mass. [u.a.], Pearson. 12. Perry, J., Burnfield, J. M., & Cabico, L. M. (2010). Gait analysis: normal and pathological function. Thorofare, NJ, SLACK. 13. Smither, J. W. (2008). Performance appraisal: state of the art in practice. San Francisco, Jossey-Bass. 14. Bokert, M, & Hahn, A 2014, Countdown to ACA Compliance: Key Issues under the Employer Mandate, Employee Relations Law Journal, 40, 2, pp. 79-100, Business Source Complete, EBSCOhost, viewed 12 March 2015. 15. Moschetto, M 2013, Key Trends in Workforce Management and New Challenges for HR, Employment Relations Today (Wiley), 40, 4, pp. 7-13, Business Source Complete, EBSCOhost, viewed 12 March 2015. 16. Culley, N. 2010, "CIPD training", Financial Adviser, . Read More