You are the Vice President of Human Resources, and you have just attended the annual SHRM (Society for Human Resource Management) conference. During the conference, you learned that traditional performance appraisals systems that rely upon annual performance reviews are disappearing from company processes because the traditional appraisal systems have overwhelmingly failed to impact organizational goals positively. During the conference, you also learned that traditional performance appraisals systems have promoted bias, consumed unnecessary time for all involved, and produced negative experiences for employees.

 

As Vice President of Human Resources, you plan to an internal memo for executive leadership to gain support for a new performance appraisal process that will be embedded within a strategically aligned performance management system. The memo will propose the discontinuance of your company's traditional performance appraisal systems and recommend performance appraisal techniques to implement within a revamped performance appraisal process.

 

An internal memo that:

• Explains the empirical and quantifiable benefits of strategically-linked, employee performance goals.
• Examines the necessity to discontinue a traditional performance appraisal system and replace it with a strategically aligned performance appraisal process.
• Describes three to five best practices for performance appraisal techniques.
• Discusses cutting edge and user-friendly technologies for strategically aligned performance appraisal processes.
• Details the actions senior leadership should take to demonstrate support of the new performance appraisal processes.