Metform Introtroductory Performance Analysis

797 Words 4 Pages
Metform recently changed its introductory performance evaluation standard. The introductory review occurs when a new employee is brought into the organization or transfer into a new position or department. After the employee has been with the organization for one-year the review shifts to annually, typically performed in February. The announcement of the change in procedure is included as Attachment Two. The new evaluation form included to this paper as Attachment Three. Under the new performance evaluation, reviews are conducted at the 90-day and 1-year. Evaluations are based on performance, supporting the merit-based system. If the employee receives a strong review, they are incline to receive a standard 3% raise. The company wants to recognize …show more content…
However, this does not occur as often as Human Resources would prefer. This likely will be the next area of emphasis after the new evaluation is accepted by management and supervisors. Metform barely is categorized into the Committed Expert strategy for performance Appraisals. The company’s evaluation is founded in merit-based at is supposed to have some form of forced distribution. Metform uses a mix of comparison to standards and other people. However, with the new evaluation system and training development, there is a strong likelihood that employees will be compared more to their own previous performance and for that reason Metform is a Committed Expert. Metform’s performance appraisal system is consistent with its overall strategy. This is largely in part to the new evaluation system created. While the system has not yet been implemented, according the strategic framework it will allow the company to improve performance and employee morale. Metform is currently improving their training procedures. The company created a Human Resource Training Specialist …show more content…
Metform’s strong push of employee training at all levels of the organization aligns with the Committed Expert Strategy for Training because the company wants to develop current employees by providing them with empowerment and encourage everyone to think innovatively regardless of position or years of service. Metform’s training practice is consistent with the overall business strategy. Maclean-Fogg allows the divisions to set the compensation level for hourly employees. Metform uses skill-based pay for hourly employees. All employees start at the same base wage. After 90-days, depending on the employees’ skill level they may be moved into a new skill pay zone. Metform’s pay-level-strategy ideally would be to meet-the-market. However, they are currently in a position where they lag-the-market. Metform rewards loyalty. When an employee completes two-years of service they receive a picture with the President of the Company, which is also published in the newletter, and a note of appreciation. Not surprisingly, the rewards improve as service time increases. For example, employees who are been with the company for 30 years receive a $300 gift card as a thank

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