Answered Essay: The acting head of software development advises you that she wants to develop an effective

The acting head of software development advises you that she wants to develop an effective performance appraisal system for her department. She remembers, from having taken a human resource management class as an undergraduate, that there are a number of different ways to measure performance and she wants your guidance in selecting one. She also wants to make sure that the method chosen to conduct performance appraisals fits the technical nature of the workers she supervises who work in teams. Knowing what an individualistic society the USA is, she suggests there be an individual and a team component. Write and share a memo that outlines the different alternatives that you recommend as the most effective for appraising the performance of software developers working in teams. Share at least three alternatives with the pros and cons of each alternative you suggest. i need at least 1 reference

Expert Answer


Marie Richards

Head of Software Development

Zing LLC


Vendy Peters

Head of HR

Zing LLC

Date: 04-July-2014

Subject: Peformance Appraisal Methods

With our conversation getting better, following are the different Performance appraisal methods we could choose from within and I would recommend you choose one of the alternatives from the below list, which was chosen carefully based on the nature of our Organisation, background of our emloyees and the society as a whole.

Firt Option: Ranking Method. With a Traditional nature of our Organisation and its founders and top management, we could potentially consider this systematic method of performance appraisal in which an employee is compared with all others on a pre defined performance metrics and are ordered or ranked on the order of their performance. where the employees are ranked best performance to worst. By this methods we can reward high performers and have motivational programs for medium to worst performers, a thing important for software engineers.

But, this method cannot determine the detailed level of how an employee has performed, as well this will be a complicated one to rank a large pool of resources, also gets complicated to compare individuals with varied traits and skills.

Second Option : Grading Method. With this option we could define parameters and categories of performance standards like Excellent, Normal and needs improvement and employee performance is compared with these standards. The employee is, then, allocated to the grade that best describes their performance.

This would be good, when we have equal set of resources on the different standards. But the main drawback is that this method could potentially rate most of the employees on the higher side of their performance

Third Option: 360 Degree Method.This could potentially be the Best method, where an emloyee is appriased by all whom they interact with, like their managers, peers, customers, stakeholders etc to give a 360 degree opinion of an employee and appraise them on their skills, abilities, behaviour etc.

In this Method, appraisal is done upon the feedback on overall ground and could potentially be accurate and realistic.

But on the downside this method may suffer from the subjectivity on the part of the appraisers.

Do come back after reading.


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