TELESPAZIO PERFORMANCE APPRAISAL .docx

TELESPAZIO PERFORMANCE APPRAISAL
1
Telespazio Performance Appraisal Development
Overview
A performance appraisal or review is a method used by an
organization to evaluate and document the work performance of
their employees. It is an important aspect of career
development, and it involves frequent employee performance
reviews in the organization. Telespazio is a spaceflight services
company, which developed a dual employee appraisal system in
2005. The system aimed to plan the organizational change
through support of employee management like compensation,
mobility, rewards, training, and career advancement to continue
to keep the company going. The system was electronic which
enables support values such as transparency, common objective
definitions, giving observable behaviors and sharing (Dessler,
2014). The dual system aimed at ensuring that the company
promotes employee professional development and attains
positive result feedback. The system evaluates the employee
performance in comparison with the objectives and competence

skills. This paper will examine the Telespazio performance
appraisal system focusing on appraisal methods, proposed
strategies, and an appraisal tool.
Current Appraisal Methods
Currently, the appraisal approach, which Telespazio uses, is
called Telespazio Performance Appraisal for Development
(TPAD). This system supports employee compensation, rewards,
training and career advancement. It promotes transparency,
common objective definitions, and focusing on competencies
and roles (Profili et al., 2014). This procedure is an avenue for
employee training and development to ensure growth also
allowing employees to deal with upcoming challenges, which is
a strategy to strengthen the company workforce. TPAD is a fair
system because it the process begins with the employees and
manager listing endeavors, skills and their objectives for the
following year. The evaluated skills in the process differ in each
position. The process helps the company identify employee
roles through determination of the different employee's skills
and knowledge. It then matches the skills in roles where they
are most appropriate.
The company mainly uses the 360 feedback and management by
objectives (MBOs) systems to appraise their employees. The
management by objectives system allows the employees and
managers recognize the employee goals, which are later used to
measure performance. The MBOs are used to evaluate work
progress quarterly, which is an important tool in improving
employee productivity. The 360-feedback system uses the
employees from all organizational levels who interact with the
employee being appraised. It opens gives a chance for
employees to be part of the appraisal process, and it is a fair
and transparent process (Peacock, 2015). The appraisal uses
three levels to rate the employee performance. The levels are
unsatisfactory; improvement needed and meets expectations
levels. The unsatisfactory level is below expectations, and the
employees at these levels are subjected to more training.
Employees on the improvement needed level are motivated to

improve productivity while those on meets expectations levels
are rewarded by promotions or other gifts.
Strategies or Changes for Telespazio
Human resource issues in multinational organizations should
understand that different cultures have different priorities and
values. According to the principle, Telespazio is successful in
the implementation of TPAD appraisal in the United States. The
company began forecasting resistance in other nations such as
France because of the differences in the leadership styles
(Profili et al., 2014). The Telespazio Management had a plan of
using the appraisal tool in the whole organization. It also
planned to have global standards to meet the organizational
goals while embracing the regional and cultural differences
within international operations. This strategy would provide a
fair employee evaluation while providing employees with
opportunities for advancement, development, and growth. An
important change is the use of local leaders, in the appraisal
process, who understand the different regional/local customs.
The company operates in different vicinities with various
departments and subdivisions in various regions. These regions
have different sets of work priorities and ethics, which calls for
different approaches to appraisal and an understanding of local
procedures by managers.
The supervisors from different regions should perform
evaluations and conduct development interviews with
employees because employees are more open to talking to
people they know and have had an encounter with, in their jobs.
Moreover, the employees may not be comfortable making
requests and talking about their areas of weakness to someone,
they do not trust and know. Therefore, Telespazio will benefit
by using a similar goal matrix and allow local managers to
develop adaptations, which match the local norms and customs
(Ingram, 2017).
Suggested Interview Strategy and Appraisal Tool
Telespazio uses SAP as their appraisal tool. However, their
version is outdated and needs to be updated to increase

effectiveness on performance management. The company should
consider an upgrade on their SAP technology because it is a
better appraisal tool, which includes learning, development, and
goals in the performance module (Karthik, 2014). An updated
tool should have the different performance ranks, performance
dimensions, individual and department goals, and the corporate
competencies. The best interview strategy should allow the
employee to take part in the setting of personal goals for
themselves. Managers and employees should always have a
review of the year’s expectations and goals set from the
beginning. The manager should then ensure that employees
understand their roles, expectations, and duties as part of a team
and always continue contributing towards the team. This
strategy makes it easier for conducting performance interviews
and it ensures that the process is fair and transparent when the
performance interview is being conducted.
Conclusion
The Telespazio dual appraisal system is a universally accepted
appraisal method; however, it needs some changes, strategies
and appraisal tool that will improve the system efficiency and
effectiveness. Telespazio should customize the TPAD system to
meet regions, use managers who understand regional customs
and norms, and update their SAP tool with the latest
technology.
References

Dessler, G. (2014). Human resource management (14th Ed.).
Upper Saddle River, NJ:
Pearson/Prentice Hall
Ingram, D, (2017). How to design a performance evaluation for
a multinational. Retrieved from
https://smallbusiness.chron.com/design-performance-evaluation-
multinational-organization-79901.html
Karthik, G. (2014). SAP HCM - A Complete Tutorial.
Birmingham: Packt Publishing. Retrieved
from https://www.packtpub.com/packt/offers/free-learning
Peacock, T. (2015). 360-degree feedback pocketbook.
Management Pocketbooks. Retrieved
from
https://www.pocketbook.co.uk/media_mp/preview/97819037767
97(Preview).pdf
Profili, S., Sammarra, A., Innocenti, L., & Gabrielli, G. (2014).
Performance appraisal at
Telespazio: Aligning strategic goals to people development.
International Journal of Case Studies in Management. HEC073,
Volume 12, Issue 1, March 2014. Retrieved from
http://gcumedia.com/digital-resources/harvard-business-school-
press/2013/performance-appraisal-at-telespazio_aligning-
strategic-goals-to-people-development_ebook_1e.php
Instructor’s comment
Your strategies section was informative, paper followed APA
guidelines, paper was easy to read and covered all related areas,
conclusion could have been stronger
Running head: TRAINING AND DEVELOPMENT
1
TRAINING AND DEVELOPMENT
8

Employee Training and Development
Training and Development
Introduction
Employee training and development involves equipping the
employees with new skills and improving on their skills to
increase their performance. This process helps the employees
increase their contribution to the organization, increase their
self-esteem and give them new competencies. Training helps
employees strengthen the skills they need to improve while
development puts employees at a higher level where they all
have similar knowledge and skills to handle their tasks.
Through the process, an organization improves its performance
through improved procedures and processes, and the
organization gets a competitive advantage. This paper is a
development of a training exercise that will assist an
organization to improve its performance.
Training Goal
This training exercise will include equipping employees with

more information technology skills and knowledge of
cybersecurity. The goal of this training exercise is to assist the
organization to have better processes, improve employee skills,
ensure more secure transactions and acquire a higher
competitive advantage (Azulay, 2012). Training ensures that all
employees improve their skills and get new skills, which help
them perform their tasks better. Higher employee performance
and productivity lead to efficient and effective organizational
processes and procedures. The organization also attains higher
levels of productivity and performance. It also gives employees
confidence in the organization and helps build their self-esteem.
Employee training on cybersecurity equips them with important
skills while using the organization’s system to avoid attacks and
cybercrime. Securing the company systems ensures that
sensitive data is protected and the organization systems are safe
from any potential attacks. It is important is preventing costs of
repairing attacked systems and at times ransom that some
attackers demand. Therefore, this training will increase system
safety and reduce unnecessary costs for the organization.
Through training and development, employee performance is
improved thus higher organizational productivity. Increased
productivity gives an organization an advantage over others
thus; it becomes more competitive in the market (Azulay, 2012).
Changed Processes and Procedures
The training exercise will change some processes and
procedures such as higher automation of the business process
and employees will be required to check for any threats before
using company systems. The procedure for using company
devices such as laptops, computers, and tablets will be changed.
After the training, the employees will be required to check for
potential threats as they use the different company devices and
network. They must check for antivirus to avoid loss of
sensitive company data, and in case of any suspicious messages
or emails, employees will have to consult with information
technology specialists before opening the emails to read.
The training will see some major changes in the business

processes. Most changes will be in the finance and accounts
departments where the financial transactions will be automated.
The accounting department will use quick books to balance the
accounts while the finance department will use computers to do
invoicing and prepare the different financial documents. The
business will also use information technology to communicate
and transact with clients to improve service delivery to
customers. Therefore, the change in business procedures and
processes will aim at improving the business processes and
serving the business customers more effectively (Moskowitz &
Dawsonera., 2008).
Training Strategies and Actions
The training strategies for the exercise will include mentoring,
coaching, online training and the use of mobile apps. Mentoring
is the process where an organization uses higher experienced
employees to assist the junior employees to improve their skills
and performance. It is an important strategy, which makes the
trainee comfortable, as the training is friendly. It assists the
employee to grow his overall skill, forming an all-around
employee and creating a positive attitude. Coaching is a
strategy that involves improving specific skills, which an
employee needs to complete a particular task. Coaching
involves continuous employee observation where the coach
gives feedback about the progress to help the employee improve
their skills gradually (Sonnenstuhl & Trice, 2018). The
employees will get important skills, which will increase their
productivity leading to more effective and efficient business
processes.
The training exercise will involve the use of online training
programs. Every employee will be required to go through
specific training programs about cyber security through the
online platform. After completion, they will take a test to
examine their level of understanding. This strategy is important
as it allows employees to learn at their own pace. The training
will be available online for the employees any time they need
therefore it will be important as the employees can access it

repeatedly which enhances their understanding and skill
acquisition (Sonnenstuhl & Trice, 2018). Mobile training apps
will be used because they are simpler to use and the employees
can access the training anywhere. These strategies are expected
to equip the employees with skills that improve their
performance. The employees will improve their productivity,
which increases business performance.
Organizational Support
The organization will provide support for both employees on
training and the new employees. The support will provide an
enabling environment for the employees to absorb and get a
better understanding, which will easily equip them with
additional skills and knowledge. The organization will have
training programs that favor all employees on training planned
in a way that they do not overburden the trainees. The
organization will also facilitate the training processes through
the provision of all relevant training materials. During the
training, the organization will reduce the amount of work for
the employee to give them ample time for learning and
development. The new employees will undergo training on
company goals and objectives, processes, and procedures for
carrying out business. This training is crucial in enabling new
employees to get into the company’s way of doing things and
interact with the other employees to work as a team (Lawson,
2016).
The organizational support is in line with organizational
strengths and weaknesses. Teamwork is part of the
organization’s weaknesses. Therefore, encouraging interactive
training increases the teamwork, which enables integration
among employees. Employee satisfaction is one of the strengths
of the organization. Giving the employees ample training and
reducing the burden of work and training is part of employee
satisfaction. The provision of all training materials ensures that
the training is comfortable for employees, which will enable
better understanding.

Visual Representation
Training Goal
Training and Development Initiatives
Training and Development Activities
Value of Training and Development
Better organizational processes and competitive advantage.
Improve employee service and ensure higher employee
performance.
Mentoring and coaching to improve the level of understanding.
Employee satisfaction and improved performance.
Improve employee skills and ensure safe transactions.
Improve employee skills and knowledge and share ideas.
Online training and use of mobile apps to increase training
accessibility.
Better customer services and reduced customer complaints.
Conclusion
The training exercise will focus on improving organizational
processes, securing the organization and improving employee
skills and knowledge. For effective training and development,
the organization will use coaching, mentoring, mobile apps and
online training strategies. The strategies will provide first-hand
training and allow the employees to learn at their pace. The
organization will provide support by availing all training
materials, giving an enabling training environment, and develop
programs to assimilate new employees. Through this training
exercise, the organization will achieve improved employee
productivity and performance which results in the improved
performance of the organization. The organization will also
have a competitive advantage over the competitors due to the
improved performance.

References
Azulay, H. (2012). Employee development on a shoestring.
Alexandria: ASTD Press.
Lawson, K. (2016). New employee orientation training.
Virginia: ATD Press.
Moskowitz, M., & Dawsonera. (2008). A practical guide to
training and development: assess, design, deliver, and evaluate.
San Francisco: Pfeiffer.
Sonnenstuhl, W. J., & Trice, H. M. (2018). Strategies for
employee assistance programs: the crucial balance. New York:
ILR Press.
Formatting is off on page 2, visual aid included, procedure
after training stated, goals clearly stated, detailed support
Running head: INTERVIEW STRATEGY
1
INTERVIEW STRATEGY

6
Selection Process – Interview Strategy
Interview Strategy
The organization is seeking to recruit six new members into its
workforce, to facilitate in running its operations. Based on the
job description, this is a construction company and it needs
qualified individuals with at least four years of experience in
the construction industry. Prior to the actual interview process,
the company will solicit candidates from construction industry
job boards, employee referral bonus program, as well as
utilizing Boolean search logic to fish out talented individual
from the internet (Berman & 1, 2016). During the actual
interview process, candidates will be expected to arrive as early
as possible to start the interview. Late coming will not be
tolerated. Candidates will have to pass a series of seven tests
before attending the actual interview. These tests will be
considered as the first part of the interview and will be taken on
the first day before proceeding to the actual interview on the
second day.
The company will conduct a panel interview whereby each
candidate will have to face the panel at a given time. Nine
panellists will present and each will ask different questions to
evaluate the candidates’ capability. The panel will mainly
comprise members from the HR department, and two external
observers to ensure that the interview is conducted in a fair and
credible way. Gender balance shall also be put into
consideration to ensure credibility. The interview will be
conducted within the company’s premises particularly the
organization’s conference hall. During the interview process,
the conference hall will be out of bounds to other irrelevant
parties in order to provide a conducive environment for the
interviewing process. The interview shall start at exactly 9.00
am and each candidate will have exactly twenty minutes to
answer the panellists’ questions. Questions will orally and each
candidate should also respond to the questions orally. Since the
organization seeks to recruit individuals with exceptional

competence, only candidates with more than four years of
experience in the construction industry will be tolerated.
Testing Options
All candidates will be through a series of tests to determine
their competency level. The first test will be job knowledge
test. As stated earlier, only candidates with over four years of
experience in the construction industry will be entertained. Job
knowledge test will measure the candidates’ theoretical or
technical expertise in the construction field. For instance, a
candidate may be asked about road construction processes. This
test is most useful in this interview because our organization
require high level of expertise and specialized knowledge in
construction activities. Candidates will also have to undergo an
integrity test. Question’s regarding integrity will be asked by a
specialist member of the interviewing panel to determine each
candidate’s level of integrity or how that candidate can handle
issues regarding integrity. Integrity test will help our company
avoid hiring undisciplined, unreliable, and dishonest people
(Wawra, 2015). The interview will utilize overt integrity tests,
where candidates will be asked direct questions about ethics and
integrity. Notably, covert tests evaluate one’s personality traits
related to integrity.
The third test that each candidate will have to undergo is the
cognitive ability test. This test helps in measuring a person’s
general mental capacity that has a strong correlation to job
performance. The interview includes this test because it
accurately predicts job performance compared to experience.
Our company will utilize a General Aptitude Test (GAT) to
measure numerical, verbal, and logical reasoning (D'Ardenne,
2013). This testing technic will help our company employ
people who think critically and are able to use address various
issues more easily and effectively.
Personality assessment will also be one of the testing options in
the interviewing process. This assessment provides a clear
understanding of a candidate’s cultural fit and whether his/her

personality can translate into success of the company.
Therefore, candidates will be gauged whether their personalities
can enable them work effectively in a construction company.
Candidates who score high on assertiveness and extraversion
will be highly considered (Paulo, Albuquerque, & Bull, 2016).
Besides the personality assessment, candidates will be assessed
for their skills. This test will measure actual skills both hard
and soft skills such as computer literacy. Lastly, candidates will
have to take physical ability tests. This test is relevant because
the company deals with construction activities hence the need
for people who physically strong. Therefore, the test will
measure the candidates’ strength and stamina. Candidates must
have physical strength and dexterity.
Interview Questions
1. Tell us a little about your personality, education, as well as
professional background?
2. What do you know about our organization, and from where
did you learn about the job openings in our company?
3. What task of construction do feel you are good at?
4. How would you rate you mathematical skills on a scale one to
ten?
5. What do you think are the primary roles of a construction
worker?
6. Have you ever had an injury while at work? If yes what was
the incident? And what would you do in future to avoid such
incidents?
7. Have you had any kind of safety training? If yes, elaborate a
little.
8. Do you have a personal checklist or criterion to make sure
that you are ready to leave the site at the end of your shift? If
yes, tell us about it.
9. How would you handle customer complaints regarding the
quality of your work?
10. Would you rate yourself as a team player?

11. Do you have a problem interpreting blueprints and electrical
drawings?
12. Tell us about the protective gears you know in the
construction industry and mention their importance.
References
Berman, E. M., & 1. (2016). Human resource management in
public service: paradoxes, processes, and problems. Thousand
Oaks, California: Sage Publications, Inc., [2016.
D'Ardenne, J. (2013). Developing Interview Protocols.
Cognitive Interviewing Practice, 101-125.
doi:10.4135/9781473910102.n5
Paulo, R. M., Albuquerque, P. B., & Bull, R. (2016). Improving
the Enhanced Cognitive Interview with a New Interview
Strategy: Category Clustering Recall. Applied Cognitive
Psychology, 30(5), 775-784. doi:10.1002/acp.3253
Wawra, D. (2015). Job Interview Corpus. doi:10.3726/978-3-
653-04431-7
You followed APA guidelines, you should have had two set of
interview questions one for each position, you can not ask the
same questions for both positions, they are two different
position, your break down of the testing was detailed and
informative. Points deducted for late submission, assignment
had to be resubmitted due to high TuritIn score
90.86/125 (72.69%) View Rubrics
Running head: Acquiring Employees

1
NEEDS ASSESSMENT
6
Acquiring Employees
Needs Assessment
The organization should look at cybercrime awareness and skills
to the employee to improve their knowledge of cybercrime and
make the organization safe from cyber-attacks. This need is due
to the technological advances and computerization of business
processes. Cybersecurity awareness is important to protect the
organization and employees of unsuspecting potential crimes
from cybercriminals (Association, 2013). The organization
should organize for employee awareness and training programs
to enrich their knowledge and protect the organization systems
and information against computer attack. The move will enable

the organization to acquire more technology as it ensures the
safety of the technological devices and organizational
information. The ICT department should include cybersecurity
training as a qualification for new employees to the
department.
The levels of IT attacks are rising, and one attack can cost an
organization a huge sum of money and the risk of losing
important and sensitive information. Cybersecurity information
and awareness are essential in minimizing the possibility of
these attacks on the organization. Training the employees
ensures that the goal of preventing attackers from targeting and
infecting the organizational systems is reduced.
Information about the organization's products is important for
the employee knowledge about the products they handle.
Adequate product knowledge helps the organization in making
improvements to the product and higher revenues from the
employee based sales. The distribution and marketing
departments in the organization should organize regular training
to ensure that the employees have updated information on the
company products. The employees for improved knowledge
need training on product information, and it will help the
organization increase its scope of the market from the increased
employee awareness (Schifferstein, 2008).
The human resource department should include the requirement
of new employee recruits having basic knowledge about the
company products to increase the level of product knowledge.
Company products are subject to changes in production and
branding. An organization can come up with new products to
meet a need in the market. Therefore, the firm should ensure
that its employees are updated on the changes in their products
and in case a new product is introduced into the market. It is
important as it prevents employees from giving misleading
information about the products to potential customers.
Fire response and general emergency preparedness are
important areas of improvement that an employee needs the
knowledge and skills to handle the situations. The organization

has the mandate to ensure that the employees have basic first
aid skills and are ready for emergencies. These activities
improve the safety of working places and ensure that the
employees feel secure at the organization (Sung & Ashton,
2015). It is also important to the employee as they learn basic
skills to deal with fire breakouts and emergency circumstances.
Basic first aid and emergency handling skills should be made a
requirement in the organization's recruitment process to ensure
that employees have this skill and reduce the training costs.
Through inclusion in the employee acquiring process,
organizations will ensure employee safety and security.
Functions
Department Needs
Tasks
Current Training
Cyber Security
The ICT department should ensure that employees have basic
cybersecurity skills to avert cybercrimes and attacks.
The employees should ensure that they complete the IT training
to gain relevant skills and knowledge.
Training on the importance of cyber awareness should begin, for
employees to understand the need for these skills.
Product knowledge
The marketing department should equip workers with the
product knowledge to increase product awareness.
Handle products differently and ensure they have adequate
knowledge about all organizational product.
The department should commence training on the available
products to increase product knowledge among employees.
Basic life skills

The management should provide training employees with basic
first aid and fire prevention skills.
Employees should ensure that they have the basic life skills to
improve the safety and security of their workplace.
Training on first aid is needed for employees to assist one
another in case of emergencies.
Job Description
The ICT specialist position is vacant in the organization.
Technology is dynamic, and its evolution is fast. An ICT
specialist is important in ensuring the security of the
organization's technological devices and the safety of employee
information as they use the devices, through operating,
maintaining and designing technology products. A highly
qualified individual is needed to fill the vacant position. The
duties of the specialist include database administration,
software development, network management, and conduct
training on IT awareness among the employees (Blanton, 2016).
The specialist will need to determine the best system or plan for
integration of multiple systems to ensure that the system used is
the most effective to the organization. He will also design
systems and give technical support to employees in case o IT
issues.
Requirements
The specialist must have a bachelor’s degree or above in either
software engineering, information science, computer science or
information technology.
He must have adequate demonstrated knowledge about
cybercrimes.
He must have two years’ experience in an ICT department.
He must have a certification on one technology (Microsoft,
Cisco or Oracle).
The specialist must understand the different programming

languages and experience in various types of hardware and
software.
The specialist is also required to have leadership,
communication, time management and teamwork skills to help
carry out his work efficiently and interact with other employees
to resolve IT issues in the organization.
References
Association, I. S. (2013). Transforming cybersecurity: using
COBIT 5. Rolling Meadows: ISACA.
Blanton, S. (2016). Information Technology Project
Management. Cambridge: Cengage Learning US.
Schifferstein, H. (2008). Product experience. Boston: Elsevier
Science.
Sung, J., & Ashton, D. N. (2015). Skills in Business: the Role
of Business Strategy, Sectoral Skills Development, and Skills
Policy. London: SAGE.
Instructor’s Comment.
Your paper included the informative information that is related
to the assignment but the formatting of your paper is off (see
page 4) proofread your paper, good use of references

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