University of Phoenix
Human Capital Management
May 07, 2010
Week Four Assignment
The new integrated Interclean employee taskforce will receive regular quarterly feedback and performance evolutions. Interclean will use the 360 degree feedback design. Supervisors will complete and evaluation forms for each employee and choose four or five employees who work directly with the employee who is to be evaluated and ask them to complete an evaluation form critiquing the fellow employee. Employees completing the evaluation forms will be encouraged to provide feedback on positive aspects of the employee’s performance and to offer constructive suggestions on ways the employee might improve his or her performance. Supervisors will be encouraged to stress that this is a positive evaluation and employment and promotions are not hinged on or hindered by these evaluations. Stressing the positive aspects of the 360-degree appraisal model at every stage of evaluation will ease tensions among employees and create an environment in which employees can thrive and strive to improve their job performances without fear of criticism but view constructive criticism as an opportunity.
Feedback is given and Opportunities Provided as a Result of Feedback
Feedback from evaluation will be compiled by supervisors prior to the employee’s annual review and used as a learning tool for the employee as part of the employee’s annual review. All positive comments will be shared with the employee. Consistent comments will be emphasized and negative comments will be evaluated for merit and investigated by the supervisor then converted or formulated into suggestions for improvement.
Explain How the Employee will be Aided to Reach a Higher Level of Performance
Because the 360-degree feedback model measures only how others perceive an individual Interclean policy will stress that these evaluations are for the employees benefit only and... [continues]
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