You are the vice president of a human resources department and Susan  has been your executive assistant for one (1) year. She effectively  completes her given assignments, sometimes ahead of schedule.  Susan has  a welcoming personality and is commended on her willingness to help  when asked. As a result of her efficiency, Susan often has spare time on  her hands.

In several conversations, you have spoken with Susan about taking a  proactive stance and involving herself in the business to increase her  knowledge base. You have suggested she attend strategic planning  meetings, shadow other Business Partners, and take professional  development courses geared towards human resources.   Susan has not  incorporated any of these suggestions. 

The organization promotes and encourages employee development and has  a requirement of 24 professional development (PD) hours for each  employee per annual review cycle.  As VP of the department, you have  offered to mentor Susan; yet she has not taken advantage of the offer.  Given Susan’s capabilities and potential, you want to mutually establish  future performance goals and developmental opportunities to enhance her  effectiveness and maximize her organizational contributions.

Susan’s professional appearance and interaction with co-workers is  superb.  When asked to complete a task, she fulfills the assignment  willingly and with very few errors.  She is well liked and respected by  her peers.  She has impeccable oral and written communication skills.  Overall, you are pleased with her performance but want to see Susan take  initiative to seek out tasks to complete rather than waiting to be told  what to do.

As the VP of HR, you have been tasked with you will explain the importance of  performance appraisals, analyze the essential elements which should be  included and describe how performance appraisals can be used to promote  employee growth. 

Your paper should be 5-6 pages in length.    Be sure your paper  addresses all of the following components:

Importance of Performance Appraisals:

Explain how performance appraisals can be used as part of employee development.

• Explain why rankings are given to employees and the advantages and disadvantages of including rankings.
• Address why organizations should deliver appraisals in a timely manner to employees.
• Discuss the advantages and disadvantages of three different types of  performance appraisals. 
• Make a recommendation of which type of  performance appraisal is most appropriate for Susan.
• Provide suggestions on how the manager can give feedback on a  continual basis to the employee to encourage continual development.

     Grading Criteria   Maximum Points    Part I:      Explained how performance appraisals can be used as part of an employee development plan.  32    

Explained why rankings are given to employees and the advantages and disadvantages of including rankings.  36     

Addressed why organizations should deliver appraisals in a timely manner to employees.  28    

Discussed  the advantages and disadvantages of three different types of  performance appraisals and made a recommendation of which type of  performance appraisal is most appropriate for Susan.  48    

Provided  suggestions on how the manager can give feedback on a continual basis  to the employee to encourage continual development.   32    

recommendations.  60