PLEASE READ THE INSTRUCTIONS. This is Doctoral work!! Provide one response to EACH student’s POST. Each response should be 250 words. PLEASE KEEP IN ORDER; the responses must be relevant to the student’s post. LET’S MAKE SURE ALL QUESTIONS ARE COVERED AND ANSWERED, and no negative responses to each student’s post.
Marcus Mccall To determine whose performance needs to be evaluated, we need to consider the evaluation's context and objectives. While the provided information does not exclusively mention a specific individual or group, we can discuss the available content for an assessment and the components used to manage and measure performance. For example, the scope for an evaluation should include a comprehensive review of the individual's performance regarding their job responsibilities and the outcomes. This can be achieved through job-related skills and competencies, job outcomes and results, behaviors and conduct, and personal development. In addition, evaluating the individual's proficiency in the specific skills and competencies required for their role is practical. This can include technical expertise and leadership qualities. The assessment of the individual's ability to achieve desired outcomes and goals can involve evaluating their product activity and meeting the performance target. Considering the individual's audio rings to the organization or values and professionalism, their interpersonal skills and adaptability, and their ability to work collaboratively with their colleagues. Moreover, personal development was consequent in assessing the individual commitment to self-improvement and professional growth. This can include their participation in training programs and willingness to take on new challenges regarding continuing education and certification of the programs (Murphy, 2020). A practical evaluation system should integrate accountability and strategic planning for the individual and the organization. One such tool is a performance management system that incorporates clear performance expectations, feedback and coaching, revised performance metrics and tracking, performance reviews, and evaluations. It is obvious to establish innovative performance schools and objectives for each individual. This expectation should align with the organization's strategic goals and provide a clear road map for success. In addition, implementing regular feedback sessions between the managers and the employees to discuss performance by providing constructive feedback and identifying the areas for improvement can promote continuous learning and development within the organization (Ogunmokun et al., 2020). It utilizes key performance indicators and other relevant aspects to measure progress and track performance. This can be effective by using those variables that are objective and quantifiable and are aligned with the organizational goals. Conducting formal period evaluations to assess the individual's performance against the established goals and expectations can be evaluated, which needs to be performed annually or at regular intervals that can allow for a comprehensive assessment of the performance. The evaluation system must also reflect the context of measurability to ensure that the performance can be accurately assessed and compared over time. By using specific performance metrics, the key performance indicators, and the evaluation criteria, the evaluation process becomes more objective and consistent. Measurability allows identifying trends and improvement areas that enable targeted feedback and development plans. References: Murphy, K. R. (2020). Performance evaluation will not die, but it should. Human Resource Management Journal, 30(1), 13–31. Ogunmokun, O. A., Eluwole, K. K., Avci, T., Lasisi, T. T., & Ikhide, J. E. (2020). Propensity to trust and knowledge sharing behavior: An evaluation of importance-performance analysis among Nigerian restaurant employees. Tourism Management Perspectives, 33, 100590. Amy Norton Hello Marcus, Key performance indicators are very useful tools to measure and track performance. They can assist the individual by making the expectations clear and ensure the goals are attainable. When associates know how their performance is being measured and receive regular feedback on how they are performing, they are more likely to be successful in their role. This can help with their career development and advancement. KPIs can also help organizations by ensuring that the processes and work being completed is as efficient as possible. It can help identify work or processes that can be automated or simplified which can allow the organization to run as lean as possible. (Alalawin, et.al., 2022) Lean processes can help organizations save cost and improve production. Alalawin, Abdullah, Qamar, Ahmad A., AlAlaween, Wafa H., Bentahar, Yasser, Al-Halaybeh, Tarneem, Al-Jundi, Salsabeel, & Tanash, Maayad. (2022). Aligning Key Performance Indicators With Lean Management in the Service Sector: A Case Study for a Jordanian Telecommunication Company. Cogent Engineering. Vol. 9. Pgs. 1-19. Aligning key performance indicators with lean management in the service sec...: Library OneSearch. (ebscohost.com) Brenda Slusser Hi Marcus, KPIs and a specific follow up schedule to see how these metrics are being carried out is really important as well, as that will help with the development of the annual evaluation. OKR's is a newer term also being used in the workplace. It is very important to clearly identify and develop the performance metrics as it pertains to different positions, and that the employee in that job classification understands what is expected. Consider their choice and discuss its value to the performance evaluation process. Will the system or tool add value to the role and development of the individual? If yes, how? If not, why? Will the system or tool add value to the organization? If yes, how? If not, why? Propose improvements to their system or tool that they might not have considered.