13.Week 6 Assignment – New Supervisor Training on Performance Evaluations
Imagine you work as an HR professional for the company you selected in the first assignment in Week 3.
The company has been having issues with their current performance evaluation process. Some of the issues include the data collection process, proper documentation, and making appropriate decisions on employee performance. Your manager has asked you to evaluate and update their current performance evaluation process and present it as a training module to a group of new supervisors in your organization. Apply the revised or improved evaluation process to the specific job you created in the Week 3 assignment. Note that your manager has asked you to present the new process in the form of a PowerPoint presentation.
Based on what you know about performance evaluations, use the Strayer Library or the Internet to research and select a performance evaluation tool that you believe is best suited for your company. Create a PowerPoint presentation with speaker’s notes to present this new tool to new supervisors.
Create a PowerPoint presentation to present this new tool to new supervisors»¿. Include the following points:
Explain the benefits of using performance evaluations.
Assess the existing performance evaluation used in the organization.
Create a sample of the performance evaluation tool selected for the company.
Justify the selection of the performance evaluation tool.
Develop a detailed, step-by-step description of the evaluation process.
The PowerPoint presentation should be a minimum of 10 slides with corresponding speaker’s notes, in addition to a title slide and references slide. Include graphics as needed to improve, enhance, or clarify the content. For help with research and writing, access the library or review library guides. Note: The assignment requirements outlined above correspond to the grading criteria in the assignment scoring guide, so be sure to address each point.

Managing employees’ performances entails more than merely firing underachievers. Achieving this goal requires a multi-step approach that starts with hiring the right people, followed by realistic but challenging goals, then coaching employees to achieve these goals to provide timely, high-quality service, and finally, dealing fairly and reasonably. Staff and management alike can benefit much from the performance review procedure (Killian, 2019). If done right, they may be a great way to provide workers with some much-needed criticism. This can aid them in establishing short- and long-term goals for their jobs and professions. Employee performance evaluations have numerous positive outcomes, such as better business decisions, more targeted training, higher productivity and morale, and more satisfied and motivated employees. The performance review cycle at Coca-Cola is yearly. The individual is evaluated on how well they have achieved organizational goals. Employees are appraised based on how well they meet annual goals established at the beginning of each year and communicated to them (Yadav, 2016). The Procedures for Evaluating Coca-Cola Workers Identify the tasks involved: Establishing clear expectations for your subordinate’s role and ensuring they are met. Cont…

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