Deliverable:  Submit an analysis of the employee selection and performance appraisal methods used in a government workplace. Purpose:  Employee selection and assessment are important responsibilities for all managers. When done poorly, significant problems can arise for managers, those they supervise, and the organization. This assignment gives you an opportunity to: a) complete a thorough, thoughtful, and objective analysis of the process and methods used for selection and performance assessment in an organization; b) identify strengths and areas that may need improvement; and b) make preliminary recommendations based on your analysis.   Process Steps: 1. Research:  Conduct appropriate research and only use scholarly references.  This paper requires at least 3 references. 2. Analysis and Diagnosis: 1) Identify and evaluate the dominant methods used in a government workplace, to select people for jobs. Examine whether: The interviews, tests, and/or other selection procedures are reliable and valid. The methods used pose any ethical, legal, or practical issues that could present problems for managers and/or the organization.  Methods might need to be adjusted given the increasingly diverse, multicultural, and geographical dispersed workforce.  2) Identify and analyze the performance appraisal program used in a government organization. Questions to guide your analysis include: Is the program formally or informally applied? Note that even when there is no formal appraisal system decisions are made about pay, promotions, and terminations and these are generally influenced by an assessment of performance. Are there clearly articulated and well communicated goals for the appraisal? [Note: These may be both the formally articulated goals and those you believe will be important. Offer a brief explanation of and support for each goal, relying where appropriate on insights gleaned from seminar readings.] Is there a relationship between the strategic goals of the organization and standards used for evaluating individual performance? Is there evidence of criterion contamination or deficiencies? Are there measures in place to ensure reliability? Are there any legal issues the organization might want or need to consider? Explain your reasoning. Note that all systems have the potential to introduce ethical and sometimes even legal concerns, in design and/or in implementation. Who is involved in conducting the appraisals (supervisors, self, subordinates, peer, team, customer, all of these) and what are the pros and cons of this approach? Cite references to support your analysis and conclusions.   Does the program meet best practice standards for appraisals including training to eliminate common rating errors and ensure sound feedback methods? Which specific method most closely matches the one in use in your organization and what is your support for this conclusion? Refer to Bohlander and Snell for a description of the types of methods used for apprai.

1. Deliverable:
Submit an analysis of the employee selection and
performance appraisal methods used in a government
workplace.
Purpose:
Employee selection and assessment are important
responsibilities for all managers. When done poorly, significant
problems can arise for managers, those they supervise, and the
organization.
This assignment gives you an opportunity to:
a) complete a thorough, thoughtful, and objective analysis
of the process and methods used for selection and performance
assessment in an organization; b) identify strengths and areas
that may need improvement; and
b) make preliminary recommendations based on your analysis.
Process Steps:
1. Research:
Conduct appropriate research and only use scholarly references.
This paper requires at least 3 references.
2. Analysis and Diagnosis:
1) Identify and evaluate the dominant methods used in a
government workplace, to select people for jobs. Examine
whether:
The interviews, tests, and/or other selection procedures
are reliable and valid.
The methods used pose any ethical, legal, or practical issues
that could present problems for managers and/or the

2. organization.
Methods might need to be adjusted given the increasingly
diverse, multicultural, and geographical dispersed workforce.
2) Identify and analyze the performance appraisal program used
in a government organization. Questions to guide your analysis
include:
Is the program formally or informally applied? Note that even
when there is no formal appraisal system decisions are made
about pay, promotions, and terminations and these are generally
influenced by an assessment of performance.
Are there clearly articulated and well communicated goals for
the appraisal? [Note: These may be both the formally articulated
goals and those you believe will be important. Offer a brief
explanation of and support for each goal, relying where
appropriate on insights gleaned from seminar readings.]
Is there a relationship between the strategic goals of the
organization and standards used for evaluating individual
performance?
Is there evidence of criterion contamination or deficiencies?
Are there measures in place to ensure reliability?
Are there any legal issues the organization might want or need
to consider? Explain your reasoning. Note that all systems have
the potential to introduce ethical and sometimes even legal
concerns, in design and/or in implementation.
Who is involved in conducting the appraisals (supervisors, self,
subordinates, peer, team, customer, all of these) and what are
the pros and cons of this approach? Cite references to support
your analysis and conclusions.
Does the program meet best practice standards for appraisals
including training to eliminate common rating errors and ensure
sound feedback methods?
Which specific method most closely matches the one in use in
your organization and what is your support for this conclusion?
Refer to Bohlander and Snell for a description of the types of
methods used for appraisal.
What are the relative strengths and limitations of this method

3. and what are the practical implications for your organization
and managers? Note any differences between policy and actual
practice and consider why these exist. (Note: Be sure to refer to
information gleaned from the work of scholarly experts when
undertaking this assessment of the method you are examining.
Use Bohlander & Snell to assist in your analysis.)
Does the method used limit the organization’s ability to foster
diversity and operate effectively in a multicultural global
marketplace? Explain and support your reasoning.
3)
Conclusions and
Recommendations:
Based on your critical analysis, identify changes you believe
might be made to improve how the government organization
manages employee selection and appraisal. Each
recommendation must be derived from your research and
analysis and must be supported by a well reasoned argument and
references to the literature. If you have observed a difference
between the stated organizational goals, policies, and what
happens in practice you should be sure to address this in your
recommendations.
4)
Reflections:
Reflect on lessons you take from your analysis as a current or
future manager or leader in this government organization or
industry. Consider the implications for your need to ensure
performance and commitment of all those for whom you will be
responsible.
5) Write and submit your report:
a)

4. Word count range = 1,800 to 2,000 words not including cover
page, reference list or executive summary. Points will be
deducted if papers significantly exceed the word count
limitation. Be sure to use word count before submitting your
paper.
b)
Your report should address the above questions and should
recognize, integrate, and cite relevant theories, concepts, and
ideas from the readings and your research. Include a maximum
250 word executive summary, an introduction, conclusion, and
properly APA-formatted list of references. In the introduction
be sure to include a succinct narrative description of your
organization and position. You do not need to give the specific
name of your organization if you prefer to keep that
confidential but you should give sufficient information (for
example, the industry and nature of the business) so the context
can be understood.
c)
Part of the presentation also involves adhering to word count
limit, which is 2,000 words, not counting the reference list and
the cover page. The word count does not include the 250 word
executive summary, but your executive summary should not
exceed 250 words.