This paper examines the best practices suggested for employee review within the team work environment at the Washington Telephone Federal Credit Union.
Written in 2006; 2,390 words; 4 sources; MLA; $ 73.95
Paper Summary:
This paper reports that Washington Telephone Federal Credit Union is a company, which highly supports and encourages teamwork, yet team performance is not currently a factor in its employee review policy and employees are not comfortable with the idea of a team performance review. The author points out that the methodology for this research is observation, review of the Employee handbook and interviews with senior branch managers and co-workers. The paper concludes that, if team performance evaluation is to be included as part of the salary adjustment policy, managers will bear a large responsibility in obtaining the 'buy-in' of employees.
Table of Contents:
Introduction
Methodology
Review of Literature
Interview/Questionnaire for Senior Manager
Interview/Questionnaire for Human Resources
Summary and Conclusion
Recommendations
From the Paper:
"The performance review 'business objectives' are stated by Harvey & Averbook (2006) in the work entitled: "Getting Started With Performance Management" are stated to be through the creation of a "...streamlined, standard and fair review process meeting the needs of both HR and the business", which can be accomplished through standardization of forms, standardization of the rating model, and standardization of competencies. The resulting ROI is realized through: (1) increased perception of fairness, (2) reduced HR administrative costs and (3) Improved analysis of organizational capabilities."
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