HRM3706 ASSIGNMENT 6 SEMESTER 2 2024
Unique Number:
DUE DATE: 11 October 2024
Terms of use
By making use of this document you agree to:
Use this document as a guide for learning,
comparison and reference purpose,
Not to duplicate, reproduce and/or misrepresent the
contents of this document as your own work,
Fully accept the consequences should you plagiarise
or misuse this document.
Disclaimer
Extreme care has been used to create this
document, however the contents are provided “as
is” without any representations or warranties,
express or implied. The author assumes no
liability as a result of reliance and use of the
contents of this document. This document is to
be used for comparison, research and reference
purposes ONLY. No part of this document may be
reproduced, resold or transmitted in any form or
by any means.
, 0688120934
PREVIEW
Question 1: Recommend a suitable performance appraisal method that can
promote fairness and transparency as well as reduce bias and favouritism during
performance reviews.
1.1 Identify and explain the performance appraisal method to be used.
A suitable performance appraisal method that promotes fairness, transparency, and
reduces bias and favouritism is the 360-degree feedback system. This method involves
collecting performance feedback from multiple sources, including supervisors, peers,
subordinates, and even customers. By incorporating multiple perspectives, the 360-
degree feedback system ensures a comprehensive evaluation that is less likely to be
influenced by personal bias or favouritism from any one rater (Bracken & Rose, 2011).
This method also provides employees with well-rounded feedback, giving them insights
into how different stakeholders perceive their performance.
1.2 Use practical examples to explain how this method can be implemented at
Sinakho Plumbing Services.
At Sinakho Plumbing Services, the 360-degree feedback system could be implemented
by creating structured feedback forms that employees, supervisors, peers, and customers
fill out at the end of each performance cycle. For example, plumbers can receive feedback
from their team members about their teamwork and communication skills, while
customers can provide feedback on the quality of service they received. This multi-source
feedback would be consolidated to create an overall performance review for each
employee. Additionally, it is important that the company introduces periodic review
sessions to ensure that performance is continuously tracked and not solely dependent on
annual reviews.
Disclaimer
Extreme care has been used to create this document, however the contents are provided “as is”
without any representations or warranties, express or implied. The author assumes no liability as
a result of reliance and use of the contents of this document. This document is to be used for
comparison, research and reference purposes ONLY. No part of this document may be
reproduced, resold or transmitted in any form or by any means.
Unique Number:
DUE DATE: 11 October 2024
Terms of use
By making use of this document you agree to:
Use this document as a guide for learning,
comparison and reference purpose,
Not to duplicate, reproduce and/or misrepresent the
contents of this document as your own work,
Fully accept the consequences should you plagiarise
or misuse this document.
Disclaimer
Extreme care has been used to create this
document, however the contents are provided “as
is” without any representations or warranties,
express or implied. The author assumes no
liability as a result of reliance and use of the
contents of this document. This document is to
be used for comparison, research and reference
purposes ONLY. No part of this document may be
reproduced, resold or transmitted in any form or
by any means.
, 0688120934
PREVIEW
Question 1: Recommend a suitable performance appraisal method that can
promote fairness and transparency as well as reduce bias and favouritism during
performance reviews.
1.1 Identify and explain the performance appraisal method to be used.
A suitable performance appraisal method that promotes fairness, transparency, and
reduces bias and favouritism is the 360-degree feedback system. This method involves
collecting performance feedback from multiple sources, including supervisors, peers,
subordinates, and even customers. By incorporating multiple perspectives, the 360-
degree feedback system ensures a comprehensive evaluation that is less likely to be
influenced by personal bias or favouritism from any one rater (Bracken & Rose, 2011).
This method also provides employees with well-rounded feedback, giving them insights
into how different stakeholders perceive their performance.
1.2 Use practical examples to explain how this method can be implemented at
Sinakho Plumbing Services.
At Sinakho Plumbing Services, the 360-degree feedback system could be implemented
by creating structured feedback forms that employees, supervisors, peers, and customers
fill out at the end of each performance cycle. For example, plumbers can receive feedback
from their team members about their teamwork and communication skills, while
customers can provide feedback on the quality of service they received. This multi-source
feedback would be consolidated to create an overall performance review for each
employee. Additionally, it is important that the company introduces periodic review
sessions to ensure that performance is continuously tracked and not solely dependent on
annual reviews.
Disclaimer
Extreme care has been used to create this document, however the contents are provided “as is”
without any representations or warranties, express or implied. The author assumes no liability as
a result of reliance and use of the contents of this document. This document is to be used for
comparison, research and reference purposes ONLY. No part of this document may be
reproduced, resold or transmitted in any form or by any means.
