TELESPAZIO PERFORMANCE APPRAISAL 1
Telespazio Performance Appraisal Development
Overview
A performance appraisal or review is a method used by an organization to evaluate and document the work performance of their employees. It is an important aspect of career development, and it involves frequent employee performance reviews in the organization. Telespazio is a spaceflight services company, which developed a dual employee appraisal system in 2005. The system aimed to plan the organizational change through support of employee management like compensation, mobility, rewards, training, and career advancement to continue to keep the company going. The system was electronic which enables support values such as transparency, common objective definitions, giving observable behaviors and sharing (Dessler, 2014). The dual system aimed at ensuring that the company promotes employee professional development and attains positive result feedback. The system evaluates the employee performance in comparison with the objectives and competence skills. This paper will examine the Telespazio performance appraisal system focusing on appraisal methods, proposed strategies, and an appraisal tool.
Current Appraisal Methods
Currently, the appraisal approach, which Telespazio uses, is called Telespazio Performance Appraisal for Development (TPAD). This system supports employee compensation, rewards, training and career advancement. It promotes transparency, common objective definitions, and focusing on competencies and roles (Profili et al., 2014). This procedure is an avenue for employee training and development to ensure growth also allowing employees to deal with upcoming challenges, which is a strategy to strengthen the company workforce. TPAD is a fair system because it the process begins with the employees and manager listing endeavors, skills and their objectives for the following year. The evaluated skills in the process differ in each position. The process helps the company identify employee roles through determination of the different employee’s skills and knowledge. It then matches the skills in roles where they are most appropriate.
The company mainly uses the 360 feedback and management by objectives (MBOs) systems to appraise their employees. The management by objectives system allows the employees and managers recognize the employee goals, which are later used to measure performance. The MBOs are used to evaluate work progress quarterly, which is an important tool in improving employee productivity. The 360-feedback system uses the employees from all organizational levels who interact with the employee being appraised. It opens gives a chance for employees to be part of the appraisal process, and it is a fair and transparent process (Peacock, 2015). The appraisal uses three levels to rate the employee performance. The levels are unsatisfactory; improvement needed and meets expectations levels. The unsatisfactory level is below expectations, and the employees at these levels are subjected to more training. Employees on the improvement needed level are motivated to improve productivity while those on meets expectations levels are rewarded by promotions or other gifts.
Strategies or Changes for Telespazio
Human resource issues in multinational organizations should understand that different cultures have different priorities and values. According to the principle, Telespazio is successful in the implementation of TPAD appraisal in the United States. The company began forecasting resistance in other nations such as France because of the differences in the leadership styles (Profili et al., 2014). The Telespazio Management had a plan of using the appraisal tool in the whole organization. It also planned to have global standards to meet the organizational goals while embracing the regional and cultural differences within international operations. This strategy would provide a fair employee evaluation while providing employees with opportunities for advancement, development, and growth. An important change is the use of local leaders, in the appraisal process, who understand the different regional/local customs. The company operates in different vicinities with various departments and subdivisions in various regions. These regions have different sets of work priorities and ethics, which calls for different approaches to appraisal and an understanding of local procedures by managers.
The supervisors from different regions should perform evaluations and conduct development interviews with employees because employees are more open to talking to people they know and have had an encounter with, in their jobs. Moreover, the employees may not be comfortable making requests and talking about their areas of weakness to someone, they do not trust and know. Therefore, Telespazio will benefit by using a similar goal matrix and allow local managers to develop adaptations, which match the local norms and customs (Ingram, 2017).
Suggested Interview Strategy and Appraisal Tool
Telespazio uses SAP as their appraisal tool. However, their version is outdated and needs to be updated to increase effectiveness on performance management. The company should consider an upgrade on their SAP technology because it is a better appraisal tool, which includes learning, development, and goals in the performance module (Karthik, 2014). An updated tool should have the different performance ranks, performance dimensions, individual and department goals, and the corporate competencies. The best interview strategy should allow the employee to take part in the setting of personal goals for themselves. Managers and employees should always have a review of the year’s expectations and goals set from the beginning. The manager should then ensure that employees understand their roles, expectations, and duties as part of a team and always continue contributing towards the team. This strategy makes it easier for conducting performance interviews and it ensures that the process is fair and transparent when the performance interview is being conducted.
Conclusion
The Telespazio dual appraisal system is a universally accepted appraisal method; however, it needs some changes, strategies and appraisal tool that will improve the system efficiency and effectiveness. Telespazio should customize the TPAD system to meet regions, use managers who understand regional customs and norms, and update their SAP tool with the latest technology.
References
Dessler, G. (2014). Human resource management (14th Ed.). Upper Saddle River, NJ:
Pearson/Prentice Hall
Ingram, D, (2017). How to design a performance evaluation for a multinational. Retrieved from
https://smallbusiness.chron.com/design-performance-evaluation-multinational-organization-79901.html
Karthik, G. (2014). SAP HCM – A Complete Tutorial. Birmingham: Packt Publishing. Retrieved
from https://www.packtpub.com/packt/offers/free-learning
Peacock, T. (2015). 360-degree feedback pocketbook. Management Pocketbooks. Retrieved
from https://www.pocketbook.co.uk/media_mp/preview/9781903776797(Preview).pdf
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. Retrieved from http://gcumedia.com/digital-resources/harvard-business-school-press/2013/performance-appraisal-at-telespazio_aligning-strategic-goals-to-people-development_ebook_1e.php
Instructor’s comment
Your strategies section was informative, paper followed APA guidelines, paper was easy to read and covered all related areas, conclusion could have been stronger