This article provides a solution essay to CLC Performance Appraisal at Telespazio Nursing Assignment.
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This is a Collaborative Learning Community (CLC) assignment.
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.
Solution
CLC Performance Appraisal at Telespazio
Telespazio is a European spaceflight company dealing in satellite solutions and services domiciled in Rome, Italy (Telespazio, n.d.). This essay evaluates the assessment mechanisms for employees at the Telespazio organization.
The Current Appraisal System
Telespazio uses T-PAD (Telapazio Performance Appraisal for Development) appraisal system, which was adopted in 2011. T-PAD measures organizational and technical objectives and skills/competencies to determine whether they have been met or not (Profili et al., 2014). TPAD program was developed to provide holistic employee development and training to address future challenges objectively, thus benefiting their units and the company in the long run (Dessler, 2014). The system is characterized by double reporting, robust control model, dual allocation of responsibilities, simultaneous market, business control, and leverage on existing synergies.
Furthermore, T-PAD values employee compensation and rewards, career training, and growth. Besides, the method upholds transparency, employee involvement, subjective focus on assigned roles and competencies (Profili et al., 2014). According to Farndale & Kelliher (2013), appraisal programs that measure stakeholders’ perceptions of interactional and procedural perception allow line managers to evaluate the existing human resources practice models’ stakeholder experiences. In this sense, positive experiences indicate a higher level of stakeholders’ commitment to an organization.
Current Evaluation Methods
Line managers at Telepazio use Competency Management System to evaluate with respect to the rating scales every employee gets to know about his/her rankings or ratings. The rating scales give the idea about the quality of work, ethical behavior, time management, flexibility, and communication (Profili et al., 2014). Currently, operators and employees at Telespazio complete an evaluation to identify the weaknesses and probable training activities. Supervisors and employees are allowed to discuss their perceptions of the appraisal program. The evaluation method was essentially to motivate and develop employees; they recognize their weaknesses, face their problems, and take action to improve.
Performance ratings
The T-PAD system has a four-level rating scale for objectives and competencies. In rating objectives, managers are rated as ‘not achieved,’ ‘partially achieved,’ ‘achieved’ or ‘exceeded.’ On the other hand, employees are rated as ‘to be improved,’ ‘adequate,’ ‘high’ or ‘excellent.’ Equally, competencies are rated as ‘to be improved,’ ‘adequate,’ ‘high’ or ‘excellent’ for managers. Contrarily, employees’ organizational competency is rated as ‘aware,’ ‘familiar,’ ‘skilled,’ or ‘master.’
How Telespazio Uses the Appraisal Assessments to Identify Employee Roles
Following performance ratings, line managers can evaluate organizational and technical skills and competencies related to each role (Profili et al., 2014). This allows line managers to identify which employees perform better in which departments, thus, loaning out or reshuffling the department.
Telespazio Practices for Performing Appraisal Interviews
Following T-PAD appraisal, the managers at Telespazion conduct appraisal interviews on their employees. Interview is imperative for the evaluation process. The interview is structured in a way that managers can identify employee strengths and mechanisms to overcome their weaknesses through targeted training. The interview starts with the manager and employee mentioning abilities, successes, talents, shortcomings, and expectations for the next year in the review process. The HR department provides an outline for interviews, including dates used by managers to carry out appraisal interviews. The data is added to previous SAP data and then analyzed based on the company’s objectives. Further, monitoring and evaluation are conducted to assess the appraisal report.
Changes to Improve the Existing Telespazio’s Performance Appraisal Practices.
The Telespazio appraisal system has enabled the company to gain a reputable image through the HR System (Profili et al., 2014). Besides, the system had encouraged a sustainable culture and ethics. With its robust performance principle, the T-PAD system facilitates employee is dedicated and motivated to work following the T-PAD system measurements.
However, the HR management strategies are dynamic in time and space. In this sense, it would be necessary to develop a more robust system to motivate employees depending on the situation. Besides, Telespazio would need to invest in training programs for stakeholders completing the appraisal as this would enable managers to capture adequate data on employee perceptions. Further, direct supervisors should conduct appraisal evaluations rather than line managers for employees loaned to other departments.
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Benefits of Using both the Appraisal Tool and Appraisal Interview in the Performance Appraisal Practice
The use of appraisal tools and appraisal interviews is significant for HRM functions in an organization. First, they help to acquire data on individual performance and feedback mechanisms on individual performance. As such, they are vital in enduring constant employee improvement in their roles. Secondly, it provides a foundation for modifying or changing employee behavior towards more effective habits. When they complete data collection on the individual presentation of successes and future interests, administrators adjust their view of the person. Lastly, it enables managers to acquire data necessary to manage future roles and compensation frameworks and build a good relationship with the managers. In return, the communication gap is reduced, and employees can improve their skills in the future.
Conclusion
Appraisal tools and appraisal interviews are critical in enhancing employee performance, identifying possible training, and developing an effective workforce. The T-PAD system at Telespazo is such an appraisal tool. The current T-PAD system brings both the management and employees in in the latter’s development. Thus, it is agreeable that performance reviews are needed to provide valuable information on both employees and managers to enable progressive improvement.
References
Profili, S., Sammarra, A., Innocenti, L., & Gabrielli, G. (2014). Performance appraisal at Telespazio: Aligning strategic goals to people development. International Journal of Case Studies in Management. HEC073, Volume 12, Issue 1, March 2014
Farndale, E., & Kelliher, C. (2013). Implementing Performance Appraisal: Exploring the Employee Experience. Human Resource Management, 52(6), 879-897. https://doi.org/10.1002/hrm.21575
Dessler, G. (2014). Human resource management (14th ed.). Upper Saddle River, NJ:
Pearson/Prentice Hall
Telespazio (n.d.). About us. Retrieved 30 January 2021, from https://www.telespazio.com/en/about-us
Question
This is a Collaborative Learning Community (CLC) assignment.
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.
