Sustaining Employee Performance

Sustaining Employee Performance

Sustaining Employee Performance

 “Every year, most employees experience an evaluation of their past performance. This may be a five-minute informal discussion between employees and their supervisors or a more elaborate, several-week process involving many specific steps” (DeCenzo, Robbins, & Verhult, 2013, p. 244). It is important to reward employees who meet and even exceed performance standards. When an employee’s contributions are acknowledged, it shows that they are valued and appreciated, it’ also encourages employees to excel. Employees want to do well and be appreciated for their work. Just as they want to know when they didn’t meet certain expectations and aren’t doing a good job, so that they can make changes and improve in those areas. This paper will discuss performance management systems, job evaluation methods, compensation plans, and the importance of employee benefits. Also we will take a look at these processes and compare them to how an HVAC Technician and Service Manager are evaluated at Trane Boilers.

Performance Management Systems

Performance management systems are designed to help promote and improve employee effectiveness.

It’s an ongoing process where management and employees work together to plan, monitor, and review the employee’s performance, goals, and their overall contribution to the organization.

Job Evaluation Methods

        In addition to the annual review and quarterly review that Trane Boilers have for their employees, I would suggest that Trane Boilers use the Points Method and the Ordering Method when doing evaluations. “HR develops a point method by breaking jobs down into categories such as education, skill, effort, responsibility and working conditions. Points are assigned to each category based on the importance of the criteria to successful performance of the job” (DeCenzo, Robbins, & Verhult, 2013, p. 284). The ordering method ranks a jobs worth from highest to the lowest. For a service technician the ordering method would be the most beneficial of the two suggested because a service tech can start off at an entry level right out of school with little to no experience. And for the seasoned service technicians the points method would be more beneficial as they have some experience under their belt and have attended several different classes to keep their certifications and licenses in good standing, they have more experience. For a Service Manager the best method would be the Points method because it can be applied to a large variety of jobs.

Both the points and the ordering method have its advantages and disadvantages, but each method is beneficial.  An advantage of the points method is that this is a commonly used method and is less bias. A disadvantage of the points method is it is complex and time consuming. An advantage of the ordering method is that is simple and effective when comparing only a few jobs. An disadvantage is that it can become difficult to implement as the number of jobs increases.

Compensation Plans

        There are so many things to consider when accepting a job offer from an organization.  Things to consider can be location, work environment, and even the culture of the organization. An employee has to take some time to consider all factors to determine whether if it’s what they are looking for or not. The most important factor of them all is compensation. To include everything from you base pay to bonuses, and even your paid time off. Service Managers at Trane Boiler are on a salary based pay as they are in the office more so then out in the field. They handle everything from their desk and Service Technicians receive an hourly based pay. Both are paid similar to wage structure, which is a pay scale showing ranges of pay within each grade and is based off of how long they have been in their positions and is also based off their performance. But with service technicians they take a lot more into consideration such as trainings they’ve completed, and the many different certifications that they have. Tech are also on hourly pay because some days on any given job they can put in 10 to 12 hours and salary just won’t work as it is a set pay whether you work 8 hours or 12.