Performance Apraisal - Interclean

Performance Appraisal and Development Plan

University of Phoenix

HRM 531 Human Capital Management

Group: PA10MBA02

Instructor: Kristine Pak

April 29, 2010

Workshop 4 Assignment 4

To accomplish the organizational goals Interclean/EnviroTech go away be way on bumping a comprehensive organizational and individualized proceeding spawn awayment program for the employees who go away lead the strategical objectives. The management team has identified the training and mentoring needs, training and mentoring program objectives, act standards, and alternative venues. Using the three phase cast Interclean/EnviroTech managers and human resources have successfully taken inventory of the current skill level of the new management team with the assessment phase. Understanding the current skills, gaps and areas for improvement has allowed us to develop and create a training plan that exit be aligned with the strategic direction. Interclean/EnviroTech has developed a plan and the tools to manage effectively and track employee performance. The performance management program willing indicate the employees current performance and direction against the organizational goals; will outline the employees desired direction and help guide the employee toward the organizations goals and objectives (Cascio, 2005).

Objective

Interclean/EnviroTechs performance management systems principal(prenominal) objective is to enhance the skills for every employee, provide each employee with the prospect to set personal and organizational goals for growth and advancement, track performance improvement, and identify areas of improvement. The performance management system is also think to establish consistent criteria for evaluations, feedback, growth opportunities, development needs, flexible opportunities, regeneration considerations, justification for the performance management plan and ownership of the treat from the organization and employee.

Feedback

As outlined in the objectives both the employee and organization will have equal responsibility for the performance management program, much specifically the performance appraisal process.

Managers will be responsible for clearly defining the expected performance and setting both long-term and short-term objectives.

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