Career Development Plan Part Iii

Career Development Plan Part III: Performance and Career Management
HRM 531
November 15, 2010
Performance and Career Management

Performance and career management are important aspects of many businesses and corporations. Performance of employees directly affects the success of a company. Employee performance is dependent upon many factors. Many of these factors are controlled through the use of performance management.
Performance management consists of the managerial practice of defining, encouraging, and facilitating employee performance. Performance management should be a daily process for an organization to be successful. Employees are evaluated on his/her performance through some type of rating or evaluation system on a scheduled basis. Many companies do this once a year, some more than once. By defining what type of performance is expected, encouraging the type of performance expected, and by facilitating employees with the tools needed to perform, a manager can help ensure higher performance through a performance management system.
Performance appraisals help employees learn job-relevant strengths and weaknesses they possess within a team or organization (Cascio, 2006). Dillons uses performance discussions after 30 days of employment and then each year of employment on or around the employee's anniversary of his or her hire date. For the 30-day evaluation, employees are asked about some key things they learned during orientation and initial training. These key things are the core values of our company. Employees are asked to evaluate the company on both their 30-day and yearly evaluations. The questions ask cover a variety of topics from training material to treatment of employees by management. Dillons uses a rating scale of 1 to 5. 1 being strongly disagrees with a statement. 5 being strongly agree with a statement. Both evaluations also have a section dedicated to how the employee and supervisor feel the employee is fulfilling job...