Roles and Responsibilities of Employee-Free-Samples for Students

Questions: 1.In examining a performance management process, student provides a thorough and detailed explanation of employee's role and responsibilities are in working collaboratively with his/her direct supervisor to develop short- and long-term objectives in the plan. Explanation is supported by at least one relevant, scholarly source from course articles or updated research and at least one experiential example from current events or own experience. 2.Student provides a thorough and detailed explanation of who should be responsible for ensuring objectives are met and who has accountability for ensuring that measurable objectives are developed and met. Explanation is supported by at least one relevant, scholarly source from course articles or updated research and at least one experiential example from current events or own experience. Answers: 1.In the organizations, employees have some specific roles and responsibilities in collaboratively working with the supervisors for the development of short-term as well long-term objectives in the plan. It needs to be mentioned that it is the responsibility of employees in actively involving in various initiatives taken by the direct supervisor (Aguinis, 2013). It can be seen that the supervisors organize sessions of eliciting the success stories of the organizations. In this process, when asked, it is required for the employees to state any situation where they felt their best in the work and full of life. In this process, the employees are required to be very specific while describing the incidents so that it becomes easy for the supervisors to develop short as well as long-term objectives for them (Shields et al., 2015). After that, the supervisors of the companies organize sessions to know the facts contribute to the success of the employees. Thus, it is the responsibility of th e employees to take active part in this session by stating their major areas of strengths and weaknesses so that the supervisors can develop strategy accordingly. With the active contribution to this program by the employees, the supervisors become aware about the factors led to the success of the employees along with the organizations (Aguinis, 2013). Thus, from the above discussion, it can be observed that the it is required for the employees to continuously interact with their direct supervisors. In this context, it needs to be mentioned that it is also the responsibility of the supervisors to support the employees so that they become able to express themselves in an effective manner (Anitha, 2014). 2.The above discussion sheds light on the roles and responsibilities of the employees in the development of long-term as well short-term objectives in the objectives. After that, it is required to achieve these objectives. In this process, it is the responsibility of both the employees and the supervisors to meet the objectives for the development of plan as both the employees and the supervisors have almost equal contribution towards this (Decramer, Smolders Vanderstraeten, 2013). It is the responsibility of the supervisors to develop different kinds of strategies for the achievements of the developed objectives. At the same time, it is required for the supervisors to motivate the employees towards achieving the objectives. At the same time, it is also required for the employees to respond to their supervisors for the effective achievement of the objectives (Aguinis, 2013). It is needed for the employees to follow the developed strategies by the supervisors. Thus, it can be seen th at the contribution from both the employees and the supervisors is required to meet the objectives. However, it needs to be mentioned that the supervisors are solely responsible for measuring whether the objectives are met or not. In this process, the supervisors implement different types of strategies like 360 Degree Feedback and many others (Cascio, 2018). Thus, it can be seen that the supervisors are responsible for the evaluation of the objectives References Aguinis, H. (2013). Performance management (3rd ed.). Upper Saddle River, NJ: Prentice Hall. Chapter 8, Performance Management and Employee Development Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance.International journal of productivity and performance management,63(3), 308. Cascio, W. (2018).Managing human resources. McGraw-Hill Education. Decramer, A., Smolders, C., Vanderstraeten, A. (2013). Employee performance management culture and system features in higher education: relationship with employee performance management satisfaction.The International Journal of Human Resource Management,24(2), 352-371. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... Plimmer, G. (2015).Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press.