Introduction
The company is intending to review its employee policy and a proposal on how to ensure a successful alteration of the policy the current one (Frank, 2013). The company tends to look ways to ensure that the employees are properly skilled and be able to measure their performance within a given period. Review of the policy will also see updates of the company done every midyear. The organization proposes a review in three key areas. The first review will be on the ensuring that newly employed members are able to meet their job requirements. The company has required systems that will see the employee’s performance feedback received and that the direct manager can communicate directly with the new members (Frank, 2013). The current probation period is at one hundred and eighty days doubling the normal rate of ninety days. By the end of the 180-day period, new members will be able to receive review of their performance. The second important review proposed by the company is the appraisal of the eligible members of the company. Those who managed to pass probation period in the current state expected to have their performance appraised after every fiscal year, which is set to be in November 30th. The company is intending to check on how the company has performed during the year to help set targets for the subsequent year. The final review is on the updates on the goals set during the annual appraisal meeting (Frank, 2013). The current update is on the sixth month after appraisal. The three major areas that require review will come with various challenges. Changing already working policy is normally associated with various challenges as they will be new to the employee and even managers.
Purpose of the Proposal
This section will elaborate areas for review and corresponded proposals. For the company to perform well and be able to maintain its competitive advantage, it requires competent workforce in all levels of management. To achieve this, company has to find the best way of getting qualified staff. There is a need for probation period for the newly employed members to find out how they can perform in their area of specialization to show that they are cable to perform (Frank, 2013). The company can achieve this in a more economical way when the days 90 and not 180-day period as the current company do. The excess cost incurred to pay new members for the other 90 days used to hire equal number of members. A number of items are in place to facilitate performance feedback given to the members to inform the so that they can make adjustments where necessary. New members will be having the chance to dialogue with the direct manager. Members will also feel part of the organization when given time to dialogue with their managers (Frank, 2013). The company will identify qualified employees more economical way when the review successfully attained. Only those employees who managed to pass the required performance record set for the new members remain in the organization and those who fail to attain advised to try elsewhere.
Appraisal of the employee’s performance is a key factor in for a successful company. The current appraisal is annually, after every fiscal year. The intention of carrying out performance appraisal is to help make several decisions and to improve productivity of the employee. Carrying out the appraisal after a year is a very short period and may not give accurate result (Frank, 2013). The proposal intend to have the company do an appraisal in two phases, one being done yearly and then after five financial year. This will be a period long enough to make an objective judgment on the employees performance. The yearly intend to have a short-term decision making whereas the five-year term be for long-term and strategic decisions. A well-organized performance appraisal can help company groom potential managers in the end. The appraisal should however remain on the eligible members, as it is currently (Frank, 2013). Achieving appraisal goals is by use of qualitative methods or quantitative analysis on the member’s performance. This will help the company evaluate the performance in a financial year to plan for the following year and to make a strategic decision in the next five years.
There is the need to review the current update done every mid-year. Six months is a very longer period for any busy company and taking that long may result to some areas overlooked. Members need update as soon as possible to ensure that all operations are in place and those proper corrective measures taken in time. The paper proposes an update done quarterly, after every 4 months. Within this period, any discrepancy realized in the operations of the business, get corrected.
Implementation of the Proposal
Starting on the review of the probation period, the company will use one manager from every management level to supervise the. The probation is to take only 90-day period and after that, a review achieved. The members need information on how the performance reached at to ensure that no claim of bias is herd. The system will be constantly checked for maintenance to ensure that the feedback reach the members at an appropriate time. On performance appraisal, both numerical figures and qualitative will be used to ensure that the right appraisal is done to all eligible employees. This will help the company make rightful decisions on remunerations and benefits to the employees. Human resource manager will be able to help in conducting the appraisal. Update is quarterly, it will require the senior manager to inform and take them through the quarterly performance, and give room from possible recommendations from the members. All these will take a maximum of a financial year for it to be through beginning the period when the company makes new employment (Frank, 2013).
Budget of the proposal
The proposal will not be very expensive at will reduce the number of probation days. There will be the cost of purchasing equipments that used in sending performance feedback. Salary and fringe benefit of the members under probation will be some of the cost to cater for. Cost of preparing the appraisal reports and performance date.
The company will enjoy the good will because of the improvement of efficiency in performance prompted by frequent update. The increase in productivity also shows that the proposal is viable and need adoption. Recommendation of this proposal is to the senior management for approval and communication done in the next meeting.
References
Frank, T. (2013). Business policy review. London: Oxford UP Press.
Holtz, H. (2009). Proven Proposal Strategies to Business. New York: Harper Collins Press
