Hrm 531 Employee Performance Assessment

Many employees expect a lot from an employer when it comes to fair compensation plans. Employees seem to be confuse when it comes to their expectations in a workplace. They need to know the differences of expectations and reality. Provisions have been enacted to help many employees and employers understand fair pay. The Fair Labor Standards Act includes provisions for the minimum wage, overtime, and child labor. (DeNisi/Griffon HR, 2008). Work performance is the key to success.

A successful performance assessment process should be done in every workplace. This determines an employee overall work performance. It also helps the employee understand what he or she is doing wrong. This can be a crucial process, but it actually helps the employee in the long run. This can also help determine promotions, raises, and leadership. During an assessment process, an employee can set goals. It helps many employees stay motivated. I remember my first performance assessment, it went great. I remember going home feeling like I accomplished my goal. At my first employment we would do work performance assessments every three months. During an

Internal consistency consist of paying all workers for what they are worth. The amount a places pay their employees reflects the amount of contribution an employee gives to the job. For a workplace to achieve external competiveness an employee needs to perceive that their pay is fair. In order to become external competitive an organization needs to seek their options and learn what other employers are paying their employees and determine how competitive they want to be. Employee contribution is achieved when the employees believe that their pay reflects their contribution to their work and that it is a fair pay. An organization needs to establish a pay range for each pay grade and