Human Resources Audit
... B) Describe how the appraisal process for assessing performance works in this organization. The performance appraisal system at Nova Southeastern University has the following objectives: ▪To encourage open and on-going communication between managers and employees. ▪To identify employee’s strengths and developmental needs for their current and future positions ▪To provide timely and accurate feedback to employees concerning job performance in relation to established position requirements and standards. ▪To provide a fair and consistent method that not only evaluates employee performance, but is also legally defensible. The performance appraisal process starts as soon as a person begins work. Discussing the job description and setting expectations is important when an employee begins work. There should be nothing on an employee performance appraisal that the employee has not either heard or seen before. The review should not be a surprise. The Office of Human Resources suggests using index cards during the year to jot down notes on performance. This will shorten the time it will take to write the review and the review will be more accurate. Another option is to ask the employee to fill out the evaluation on himself/herself and give it to you to consider when writing the review. This method will help you give the employee a better evaluation because the employee may lists accomplishments that you were unaware of. The employee performance appraisal is annual. The appraisal uses a number system from one to four. Four is the highest marking an employee can receive and means the employee exceeds standards. The number one is the lowest marking and is unsatisfactory. The appraisal has three sections. Section A asks for factors affecting job performance (core performance categories). Section A asks the supervisor to evaluate the employee on judgment, knowledge, problem solving, quality, planning, etc. Section B asks for factors affecting job performance (optimal performance categories). Section B asks the supervisor to evaluate the employee on areas such as deductive reasoning, negotiation, presentation, responsiveness and other areas. Section C is the last section and is completed with the employee. Section C asks for plans, goals, or other comments. After the evaluation is completed, the employee has a section where he or she can write comments regarding the evaluation. The employee signs the evaluation and the evaluation is sent to the Office of Human Resources. C) Describe how the reward system is structured in this organization. Nova Southeastern University has a gift check award program. Each winning employee will receive an American Express Gift Check in the amount of $50.00 along with a certificate and a letter of appreciation signed by their supervisor or department head. The Office of Human Resources provided five areas that can help managers determine eligibility for the gift check award. The nomination criteria follow: ▪Continually developing and recommending new and innovative ideas to improve efficiencies and productivity, which are adopted. ▪Repeatedly accepting additional responsibilities during extended periods of staffing shortages or abnormally heavy workloads. ▪Completing long-term or frequent short-term special projects while maintaining high efficiency in regularly assigned job duties. ▪Repeated examples of providing exceptional customer service as cited by either internal or external customers. ▪Displaying good judgment when faced with a crisis that could result in loss, damage or injury to anyone or anything on the NSU campus. These are only suggested ideas. Supervisors can award gift checks under other criteria of their own choosing. Good attendance and ideas related to the normal scope of job responsibilities should not be considered as additional criteria. Each department at NSU is issued a set amount of checks each year based on their total eligible population within their department. If the department does not issue all of their checks in the year, they can use them in the following year. D) Describe how the training and development and career planning activities drive performance in this organization. The Office of Human Resources provides free training in different areas. The schedule is set yearly and each employee can view the schedule on the nova.edu website. Training classes are limited to 25 participants. To register for a class, an employee ca...