Assignment: Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development

Assignment: Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development

Assignment: Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development

Telespazio Performance Appraisal

Performance appraisal is an effective tool that human resource management uses to evaluate and manage employees.  When an organization wants to achieve success, it should ensure that its employees have the necessary skills. That is because it is through performance enhancement the organizations can achieve excellent services and products that boost their market positioning. Hence, the essay aims to address Telespazio’s performance appraisal by evaluating telespazio’s appraisal criteria and current appraisal method, performance rating, telespazio’s strategies, changes and suggested appraisal tool and interview strategy.

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Telespazio’s Appraisal Criteria and Current Appraisal Method

The appraisal method that Telespazio is using is known as Telespazio Performance Appraisal for Development (T-PAD). As Profili et al. (2014) accentuate, the appraisal system helps Telespazio support its employees’ career development and training, rewards, and compensation. Consequently, the system is essential since it leads the organization towards common objective definitions, transparency, roles, and competencies focus. As a result, the case study shows that Telespazio’s CEO, Carlo Gualdaroni, in 2011, dictated to the organization managers to follow two-phase criteria that would oversee the improvement of the employees’ performances. For instance, Phase one required the managers to evaluate the previous year’s performance. In phase two, the managers would define the employees’ 2011 objectives. The main reason why Telespazio CEO gave such orders was to ensure that the managers and employees worked towards similar goals and objectives that would strengthen the company’s success. As a result, it would be easier for the organization managers to realize the challenges that the employees face that might limit their productivity, thus strengthening the organizational workforce (Arundel et al., 2019).  Therefore, the current appraisal method that Telespazio uses is quite fair considering that it is employee-centered, which encourages the managers to acknowledge the essential skills, endeavors, and objectives that the company should uphold in employees for the following year’s success.

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Performance Rating

Performance rating is essential for managers since it helps them measure the employees’ performances and record them using a value that the analyst believes reflects the work standards. According to Arundel et al. (2019), the authors posit that the only way an analyst can provide a constructive, accurate, and timely performance rating is through employee feedback. Hence, as Profili et al. (2014) indicate, most managers have realized the usefulness of the PAT system, which helps them manage structured employee feedback.  That way, it is becoming easier for managers to acknowledge employees’ goals that are helpful in employees’ performance measurement. For instance, Ms. Di Santo, Telespazio’s Organizational Development manager, asserts that through PAT, the managers attains valuable data that helps them assess the employees’ average competency levels and their role requirements appropriateness (Profili et al., 2014). As a result, such data was useful since it would help the organization plan well-structured training programs, thus allowing its resources.

Telespazio’s Strategies and Changes

The issues that most multinational organizations face concern how to deal with the needs and preferences of the different cultures. In that regard, Profili et al. (2014) assert that Telespazio has been successful after embracing the use ofT-PAD. However, Telespazio’s T-PAD has been facing some problems in France since the organization has not fully complied with the country’s legal requirements concerning using the technological system.  That is because France organizations have different managerial and leadership styles compared to the United States. Hence, there will need for Telespazio to involve a global standard in its application of T-PAD that will favor its international operations by embracing these regions and cultural differences. For instance, Islami et al.(2018) assert that multinational firms should ensure that they involve a fair employee evaluation that will not undermine the employees but offer them great opportunities for growth, development, and advancement.

Consequently, the change that Telespazio needs regards incorporating local leaders within the appraisal process since such leaders possess more understanding of their regions to need. Arundel et al. (2019) indicate that involving local leaders will create a lively environment with the employees since the employees will find it easy to communicate with people who share similarities in culture and region compared to foreigners. Therefore, these local leaders can design effective interview structures that align with the population’s needs and preferences. That way, it will be easier for the managers to manage and guide the employees to increase their performance effectiveness and reach organizational objectives and goals.  Telespazio will then require assimilating a similar goal matrix that the regional leaders can use to create an organizational culture that matches their region’s ways of life.

Suggested Appraisal Tool and Interview Strategy

Telespazio applies SAP as the company’s appraisal tool, which helps the managers reconstruct the employees’ personal history. According to Profili et al. (2014), the managers can evaluate competencies flow and objectives through the SAP appraisal form using a three-level scale that involves outstanding, standard, and improved levels. In that case, the employees’ supervisors can easily modify these values based on the information that indicates each employee’s performance level scale. Consequently, the tool gives the managers a chance to modify the employees’ levels though it must be done under the direct supervisor.

However, the main concern is the outdated version of SAP, which Telespazio needs to update to enhance its performance management effectiveness. Islami et al.(2018) accentuate that outdated and old software has great risks due to its vulnerability to cybercriminals and hackers. As a result, updating the SAP system will put Telespazio’s organization in a safer position for its sensitive data and system intrusion. During SAP system upgrade, some of the necessary considerations include development, performance goals, and learning since, in general, the system proves to be the most effective appraisal tool.  Consequently, the appraisal tool should also provide different performance, competencies, ranks, and goals for effective application.

Regarding the interview strategies, there is a need for the organization to adopt an employee-centered strategy that will involve the employees in setting their goals. That is because every individual can easily assess how much they want to achieve as they work in an organization. It becomes easier for managers to push individuals for desirable performances (Islami et al., 2018). Consequently, it will be an essential strategy to carry out regular reviews on the employees’ performance to enable the managers to identify their challenges and aspirations towards improving their performances. Also, managers will establish a more favourable environment during interviews by incorporating employee-centered strategies, leading to a just performance interview process

Conclusion

Telespazio’s performance appraisal presents SAP and T-PAD technological systems that help the organization leaders monitor their employees’ performances. However, there will be a need to change, upgrade and incorporate various strategies that will be more favorable towards increasing the organizational employees’ productivity through effective measurement of their job performances.

References

Arundel, A., Bloch, C., & Ferguson, B. (2019). Advancing innovation in the public sector: Aligning innovation measurement with policy goals. Research Policy, 48(3), 789-798.

Islami, X., Mulolli, E., & Mustafa, N. (2018). Using Management by Objectives as a performance appraisal tool for employee satisfaction. Future Business Journal, 4(1), 94-108.

Profili, S., Sammarra, A., Innocenti, L., & Gabrielli, G. (March, 2014). Performance appraisal at Telespazio: Aligning strategic goals to people development. International Journal of Case Studies in Management. http://gcumedia.com/digital-resources/harvard-business-school-press/2013/performance-appraisal-at-telespazio_aligning-strategic-goals-to-people-development_ebook_1e.php

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Read the Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development case study located in Topic resources. Discuss the assessment of employees within the Telespazio organization.

In 1000 word paper, Explain how the organization uses the appraisal assessments to identify employee roles, the current appraisal systems, performance ratings, and Telespazio’s practices for performing appraisal interviews. Decide what changes or strategies could be implemented to current performance appraisal practices. Consider a new performance appraisal tool that would benefit this highly matrixed, global company and an effective method for conducting a performance appraisal interview. Describe the benefits of using both the proposed appraisal tool and appraisal interview during the performance evaluation process. Suggest a minimum of two recommendations to Telespazio leadership which would meet the performance appraisal expectations of fair and realistic criterion, and professional development and motivation of the employees.

Prepare this assignment according to the guidelines found in the 7th edition APA Style Guide, located in the Student Success Center.