Appraising Performance At Precision Case Study

Chapter 3 – Appraising Performance at Precision 3-6.What are some problems with Precision’s performance appraisal process that might causechallenges for Jackson to implement a merit pay program?Merit pay “is deFned as a raise in pay based on a set of criteria set by the employer” (Merit Pay | United States Department of Labor). When considering Precision’s situaTon, there are a few problems with their performance appraisal process that might cause Jackson some issues when he a±empts to implement a new merit pay program. ²he Frst issue that Jackson may encounter is that the employees do not have deFned job descripTons and the expectaTonsof the employees are not clearly outlined by upper management. ²his will be challenging when implemenTng a merit pay program because job descripTons are a product of job analyses. According to our text, performing a “job analysis is essenTal for the development of content-valid performance appraisal systems” which “displays connecTons between the measureable factors upon which the employee is being appraised and the job itself” (Martocchio, 2014, p. 66). ²he second issue with Precision’s performance appraisal process is that employees and supervisors communicate very li±le about performance. ²his will be challenging when implemenTng the new merit pay program because in order for it to be successful “employees

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