2019-02-16T10:55:55+00:00 Essays

OL 211 Milestone Three: Appraising employee performance

This paper concentrates on the primary theme of OL 211 Milestone Three: Appraising employee performance in which you have to explain and evaluate its intricate aspects in detail. In addition to this, this paper has been reviewed and purchased by most of the students hence; it has been rated 4.8 points on the scale of 5 points. Besides, the price of this paper starts from £ 40. For more details and full access to the paper, please refer to the site.

OL 211 Milestone Three: Appraising employee performance


Overview: This milestone focuses on the topics of this week’s lessons: managing and appraising employee performance. Using the material on performance management and appraisals provided in this week’s lesson and the case, in a short paper you should:  Determine the HRM’s role in the performance management process and explain how to ensure the process aligns with the organization’s strategic plan.  Differentiate between the trait, behavioral, and results-based performance appraisal systems, providing an example where each would be most applicable.  Identify best suited appraisal for the Maersk Customer Service – CARE Business Partner.  Identify and describe a variety of performance rating scales that can be used in organizations including graphical scales, letter scales, and numeric scales. Guidelines for Submission: Your submission should be 2–3 pages in length and double-spaced using 12-point Times New Roman font. Be sure to list your references at the end of your paper


Milestone Three Appraising Employee Performance Name Course: OL 211 Instructor: Date HRM’s role in the performance management process The HR plays a crucial role in performance management through connecting various HR processes including training, talent management, compensation, and benefits. At times, managers conduct the appraisal, but when they do not have the time to assess all the employees, they rely on performance records (Jason, 2016 8 2 c). The HRM should not only focus on performance appraisal, but also plan for outcomes of the evaluation process. Since performance management is an ongoing process, there is a need to focus on talent management and succession planning to ensure there are no interruptions in operations. The HRM, in turn, makes sure that the process management is clear and carried out consistently, such that it is possible to compare the results


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