Another Special Project

“Dana, we have another special project,” Kimberly announced.

“Does corporate ever get tired of giving us special stuff to do?”

“It is the nature of modern HR,” Kimberly said, shrugging.“Change and transitions are all around us. To remain viable and relevantas a part of the company and as a field, we have to be ready to adapt.”Dana nodded in understanding.

“We have to do the research and then prepare talking points forthe HR VP on which of the two areas we need to focus on for the nextquarter and the quarter after that. She wants us to talk aboutcontemporary performance appraisal approaches and the employeeexperience.”

The way that performance management and the employee experience areviewed today is very different from how it has been viewed the past.The performance appraisal in particular is being scrutinized, and insome cases, even rejected. However, we still need the content of theappraisal for many different reasons.

The concept of the employee experience is also being debated. Itcan mean different things to different people, so determining the rightbalance of options to create a positive experience is a challenge.

Assignment

For this discussion, help Dana and Kimberly create talking points for the HR VP on the following:

• Contemporary performance appraisal approaches:
  • No more performance appraisals?
• The employee experience.

Respond with a posting that describes the value and importance ofperformance appraisals and the employee experience. You can use thematerials provided and also use other peer-reviewed or trade publicationsources from the Capella Library. The intent in the discussion postingis to provide a thoughtful product that would support our HR team’s taskto provide ideas and a framework for recruiting, talent management, andemployee retention strategy. Focus on the things you see as mostimportant.

Resources

The discussion this week requires that you research the following two topics and provide your views on each:

• Contemporary performance appraisal approaches.
  • No more performance appraisals?
• The employee experience.

Is there value in either or both and if so, why? The following resources will help you with this week’s discussion.

Performance Appraisal

• Judge, T., & Kammeyer-Mueller, J. (2022). Staffing organizations (10th ed.). McGraw-Hill.
  • In Chapter 10, read the section on “Performance Appraisals,” pages 535–548.
  • In Chapter 14, read the following sections:
    • “Staffing Levels and Quality,” 742–744.
    • “Performance Appraisal,” 744–745.
• Smith, A. (2018). More employers ditch performance appraisals: Disadvantages of traditional reviews are legion. HRNews, 1–2.
• Venne, R. A., & Hannay, M. (2018). Generationalchange, the modern workplace and performance appraisal: Why changingworkplaces need a developmental approach to performance appraisal. American Journal of Management, 18(5), 88–102.

The Employee Experience

• Nexthinklaunches digital employee experience scoring system: First-of-its-kindscoring system gives organizations a way to quantify the success oftheir employee experience initiatives. (2019, March 18). NASDAQ OMX’s News Release Distribution Channel, 1–2.
• Qualtricssimplifies closing the employee experience gap with powerful newmethodology: Methodology helps companies create winning employeeexperience (EX(TM)) programs by driving engagement, culture andproductivity. (2017, August 24). PR Newswire, 1–2.