Human Resource Specialist

In: Business and Management

Submitted By thereseabennett
Words 935
Pages 4
Human Resource Specialist
MGMT 335
Unit 3 Assignment – Part 1

Abstract
This paper will design and conduct performance appraisals for different employees. It will identify different types if techniques and the techniques are subjective. The Fortune 500 companies use these performance appraisals.

Human Resource Specialist Critical to an organization the yearly performance review ensures the mutual needs of the employee and organization are being met. The first step is to have a legal performance review process; the second step is to design a standard form for the appraisal. The first performance review should be scheduled for 6 months are the employees begins and every year after; the performance review should be no surprise to the employees because a meeting was held to initiate the process. The fifth step is to allow the employee to suggest feedback about their job description; the sixth step is to document the input of the appraiser with job descriptions and performance goals. The seventh step is to hold a performance appraisal meeting to exchange feedback; the eighth step is to update and finalize the form. One thing the appraiser has to keep in mind is that any issues should be dealt with right away and should not wait until the meeting (Guidelines to Conduct Employee, 2012). Fortune magazine complies a list annually of the top 500 U.S. corporations in the Fortune 500. These companies are ranked by their gross revenues with the first list published in 1955. This list includes public and private companies with public available revenue data. Many Fortune 500 companies use a performance and talent management software firm launched by Lars Dalgaard in 2001 called Success Factors. Dalgaard had a vision of employees who were inclined to stay with a company with online tools that tracked business goals and measured performance. Performance reviews at…...

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