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Assessment Description

Read the Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development case study located in Topic resources. Discuss the assessment of employees within the Telespazio organization.

In 1,000-1,250 words, explain how the organization uses the appraisal assessments to identify employee roles, the current appraisal systems, performance ratings, and Telespazio’s practices for performing appraisal interviews. Decide what changes or strategies could be implemented to current performance appraisal practices. Consider a new performance appraisal tool that would benefit this highly matrixed, global company and an effective method for conducting a performance appraisal interview. Describe the benefits of using both the proposed appraisal tool and appraisal interview during the performance evaluation process. Suggest a minimum of two recommendations to Telespazio leadership which would meet the performance appraisal expectations of fair and realistic criterion, and professional development and motivation of the employees.

Rubric
Collapse All RubricCollapse All
collapse Current Appraisal Methods assessment
Current Appraisal Methods
24 points
Criteria Description
Current Appraisal Methods
5. Excellent
24 points
The description includes a detailed current appraisal method and identifies roles and performance
ratings of employees with at least one example of current practices.
4. Good
20.88 points
The description includes a comprehensive appraisal method to include all required elements within
the assignment with at least one example of current practices.
3. Satisfactory
18.96 points
The description includes the current appraisal method and briefly identifies roles and performance
ratings of employees.
2. Less than Satisfactory
17.76 points
The description includes the current appraisal method, but it is incomplete or lacks details.
1. Unsatisfactory
0 points
The description does not include the current appraisal method.
collapse Changes or Strategies for Telespazio assessment
Changes or Strategies for Telespazio
30 points
Criteria Description
Changes or Strategies for Telespazio
5. Excellent
30 points
The description includes detailed changes or strategies for Telespazio to implement for its
performance appraisal practices and includes at least one example of the change.
4. Good
26.1 points
The description includes detailed changes or strategies for Telespazio to implement for its
performance appraisal practices and includes at least one example of the change.
3. Satisfactory
23.7 points
The description includes changes or strategies for Telespazio to implement for its performance
appraisal practices.
2. Less than Satisfactory
22.2 points
The description includes some changes or strategies for the company, but they are incomplete or lack
details.
1. Unsatisfactory
0 points
The description does not include changes or strategies for the company.
collapse Appraisal Tool and Appraisal Interview assessment
Appraisal Tool and Appraisal Interview
18 points
Criteria Description
Appraisal Tool and Appraisal Interview
5. Excellent
18 points
The description includes thorough suggestions for both an appraisal tool and an appraisal interview
method to include in the performance appraisal practices of the organization. In addition, the
description addresses the benefit of using the appraisal tool and interview method as a part of the
performance appraisal practice.
4. Good
15.66 points
The description includes detailed suggestions for both an appraisal tool and an appraisal interview
method to include in the performance appraisal practices of the organization.
3. Satisfactory
14.22 points
The description includes mention of both an appraisal tool and an appraisal interview method to
include in the performance appraisal practices of the organization.
2. Less than Satisfactory
13.32 points
The description includes either the appraisal tool or the appraisal interview method, but it is
incomplete or lacks details.
1. Unsatisfactory
0 points
The description does not include appraisal tools or an appraisal interview method.
collapse Recommendations to Telepazio Leadership assessment
Recommendations to Telepazio Leadership
12 points
Criteria Description
Recommendations to Telepazio Leadership
5. Excellent
12 points
Two or more exemplary recommendations to Telepazio leadership are made which would meet the
performance appraisal expectations of fair and realistic criterion, and professional development and
motivation of the employees.
4. Good
10.44 points
Two or more appropriate recommendations to Telepazio leadership are made which would meet the
performance appraisal expectations of fair and realistic criterion, and professional development and
motivation of the employees.
3. Satisfactory
9.48 points
Two or more recommendations to Telepazio leadership are made which would meet the performance
appraisal expectations of fair and realistic criterion, and professional development and motivation of
the employees.
2. Less than Satisfactory
8.88 points
Two or more recommendations to Telepazio leadership are made but the recommendations are
incomplete or irrelevant.
1. Unsatisfactory
0 points
There are no recommendations to the Telepazio leadership.
collapse Thesis Development and Purpose assessment
Thesis Development and Purpose
8.4 points
Criteria Description
Thesis Development and Purpose
5. Excellent
8.4 points
Thesis is comprehensive and contains the essence of the paper. Thesis statement makes the purpose
of the paper clear.
4. Good
7.31 points
Thesis is clear and forecasts the development of the paper. Thesis is descriptive and reflective of the
arguments and appropriate to the purpose.
3. Satisfactory
6.64 points
Thesis is insufficiently developed or vague. Purpose is not clear.
2. Less than Satisfactory
6.22 points
Thesis is apparent and appropriate to purpose.
1. Unsatisfactory
0 points
Paper lacks any discernible overall purpose or organizing claim.
collapse Argument Logic and Construction assessment
Argument Logic and Construction
9.6 points
Criteria Description
Argument Logic and Construction
5. Excellent
9.6 points
Clear and convincing argument that presents a persuasive claim in a distinctive and compelling
manner. All sources are authoritative.
4. Good
8.35 points
Argument shows logical progressions. Techniques of argumentation are evident. There is a smooth
progression of claims from introduction to conclusion. Most sources are authoritative.
3. Satisfactory
7.58 points
Argument is orderly, but may have a few inconsistencies. The argument presents minimal justification
of claims. Argument logically, but not thoroughly, supports the purpose. Sources used are credible.
Introduction and conclusion bracket the thesis.
2. Less than Satisfactory
7.1 points
Sufficient justification of claims is lacking. Argument lacks consistent unity. There are obvious flaws in
the logic. Some sources have questionable credibility.
1. Unsatisfactory
0 points
Statement of purpose is not justified by the conclusion. The conclusion does not support the claim
made. Argument is incoherent and uses noncredible sources.
collapse Mechanics of Writing (includes spelling, punctuation, grammar, language
use) assessment
Mechanics of Writing (includes spelling, punctuation, grammar, language use)
6 points
Criteria Description
Mechanics of Writing (includes spelling, punctuation, grammar, language use)
5. Excellent
6 points
Writer is clearly in command of standard, written, academic English.
4. Good
5.22 points
Prose is largely free of mechanical errors, although a few may be present. The writer uses a variety of
effective sentence structures and figures of speech.
3. Satisfactory
4.74 points
Some mechanical errors or typos are present, but they are not overly distracting to the reader. Correct
and varied sentence structure and audience-appropriate language are employed.
2. Less than Satisfactory
4.44 points
Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice
(register) or word choice are present. Sentence structure is correct but not varied.
1. Unsatisfactory
0 points
Surface errors are pervasive enough that they impede communication of meaning. Inappropriate
word choice or sentence construction is used.
collapse Paper Format (use of appropriate style for the major and assignment) assessment
Paper Format (use of appropriate style for the major and assignment)
6 points
Criteria Description
Paper Format (use of appropriate style for the major and assignment)
5. Excellent
6 points
All format elements are correct.
4. Good
5.22 points
Appropriate template is fully used. There are virtually no errors in formatting style.
3. Satisfactory
4.74 points
Appropriate template is used. Formatting is correct, although some minor errors may be present.
2. Less than Satisfactory
4.44 points
Appropriate template is used, but some elements are missing or mistaken. A lack of control with
formatting is apparent.
1. Unsatisfactory
0 points
Template is not used appropriately or documentation format is rarely followed correctly.
collapse Documentation of Sources assessment
Documentation of Sources
6 points
Criteria Description
Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to
assignment and style)
5. Excellent
6 points
Sources are completely and correctly documented, as appropriate to assignment and style, and format
is free of error.
4. Good
5.22 points
Sources are documented, as appropriate to assignment and style, and format is mostly correct.
3. Satisfactory
4.74 points
Sources are documented, as appropriate to assignment and style, although some formatting errors
may be present.
2. Less than Satisfactory
4.44 points
Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with
numerous formatting errors.
1. Unsatisfactory
0 points
Sources are not documented.
Performance Appraisal at Telespazio
Grand Canyon University
HRM 635
Acquiring, Developing, and Leveraging Human Capital
Dr. Al Infande
December 1, 2021
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Performance Appraisal at Telespazio
Performance appraisals provide an employer with information about an employee’s
strengths and weaknesses, as well as the ability to identify gaps in training, development, or
processes (Leonard, 2019). There are a variety of approaches that can be used to conduct the
performance appraisal process. Each model includes methods for assessing an employee’s
abilities and performance in relation to the standards and objectives of the company.
Overview of Telespazio Appraisal Process
Performance Appraisal at Telespazio (PAT), Telespazio’s performance appraisal approach,
is a web-based model based on matching the employee’s goals with the company’s goals and the
qualifications or expertise of each employee. Employees’ professional growth is promoted
through the performance appraisal model, which evaluates an employee’s performance for
incentive, salary, and/or career growth. Telespazio’s collaborative defining of objectives,
transparency through the sharing of observed behaviors, defined staff roles and responsibilities,
and role-connected competencies all contribute to positive results (Profili et al., 2014).
Prior to identifying individual job responsibilities and competencies, the organization’s
goals must be identified. An examination of each department ensures that the organization’s goals
are consistent across the board. The goal of employee role reviews is to establish whether the
average competency levels for each function in the organization are valid. A role analysis
helps with the preparation of the performance appraisal by outlining the position’s duties to
ensure that the appraisal assessment corresponds to the work performed in that role. Role
analysis is the depiction of an individual’s roles and responsibilities in relation to the position’s
responsibilities. It can be used as a tool to evaluate an employee’s performance in terms of work
performance vs what is expected (Leonard, 2019).
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Each employee’s duties, abilities, and competencies are identified by the PAT. It also aids
in the identification of organizational skills, such as the behaviors that an employee utilizes to
fulfill specific tasks and objectives. Employee appraisal interviews and managerial evaluation of
the employee are part of the process, which allows the manager to understand the employee’s
perspective of their position within the company, ensures knowledge of the job role, and provides
direction for the employee to achieve organizational growth goals (Profili et al., 2014).
Being an automated appraisal process ensures that the PAT is standardized and free of
bias as a result of a thorough examination of an employee’s abilities and competencies. The
human resources department uses a Standard Appraisal Process (SAP) to collect performance
rating data on a four-tier scale to improve the rating categories and give a more consistent and
accurate evaluation system (Profili et al., 2014).
Current Performance Appraisal at Telespazio
The Telespazio Performance Appraisal for Development, or T-PAD, is an improved
performance appraisal procedure at Telespazio that was launched in 2012. The new appraisal
procedure appears to be a success, as it has resulted in a cultural shift within the company. Within
two years, the company had gone global with the project. Unless an employee is usually assigned
to a project team, direct supervisors undertake the assessment process to guarantee that results
are visible at the management level. Both the project and line managers are responsible for these
individuals’ evaluations (Profili et al., 2014). Employee evaluations are graded on both objectives
and competencies.
Strategies or Changes to Telespazio’s Appraisal Practices
The implementation of a new appraisal system at Telespazio presents a myriad of issues.
In order to implement a uniform appraisal framework on a worldwide scale, it is necessary to
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establish the authority over appraisal changes. It is vital to implement a centralized human
resource management approach that informs employees of the methodologies utilized for
appraisal while also providing them with an awareness of the performance measures reviewed
(Lunnan et al., 2005). The deployment of standard appraisal processes throughout the
organization is made possible by introducing changes in tiny increments that are compatible with
existing human resource practices. In all levels of the organization, orientation, training, and
development plans include the introduction of new competencies that are based on cultural
diversity. Practice adjustments in the appraisal process must be made on a continuous basis from
the global organization, not just from the country that is the flagship of the business (Lunnan et
al., 2005).
New Performance Appraisal Tool
Telespazio might benefit from using the MBO (Management by Objectives) appraisal
tool. MBO is a multi-step system for evaluating and defining goals for the entire organization.
With MBO, the manager establishes quantifiable goals with each employee and evaluates their
progress on a regular basis. Company-wide goals, department-level goals, individual goals,
performance reviews, and feedback are all examples of goals. The system can be paper-based in
places where there isn’t online access or web-based to make it easier for management and staff to
complete, as this can be a time-consuming process (Dessler, 2017). The manager and employee
meet for the appraisal interview after completing the appraisal tool. The appraisal method is
goal-oriented, and it may quickly identify areas for improvement that should be discussed during
the evaluation session.
Benefits of Appraisal and Interview
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The appraisal interview process provides opportunities for employee participation. This
period allows the individual to better grasp their role and contributions to the company. The
interview is also a chance to reaffirm the employee’s worth and ensure that the person has the
resources he or she needs to fulfill the job. Discussions about an employee’s objectives within the
company are significant and encourage the person to grow in a safe setting. Using the appraisal
interview in conjunction with the evaluation tool allows the management and employee to stay
on track and work toward the same goals throughout the process (Dessler, 2017).
Recommendations
With Telespazio now operating in the international market, it is necessary for human
resources to manage varied approaches to management and cultural expectations to successfully
launch T-PAD. Managers should be trained in the T-PAD process, and management styles and
cultural norms should be modified to match the needs of diverse global locations during weekly
strategic meetings. Leadership present at these sessions would be able to offer feedback on the
evaluation process as well as set goals and expectations for which employees would be held
accountable. These strategies provide autonomy to leaders in each global location while also
allowing for diversity in the workplace. Thanks to the multi-cultural leadership teams, Telespazio
may benefit from improved transparency, communication, and feedback to employees about their
strengths and limitations, as well as possibilities for advancement.
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References
Dessler, G. (2017). Human resource management (15th ed.). Pearson.
https://doi.org/http://www.gcumedia.com/digital-resources/pearson/2016/human resourcemanagement_15e.php
Leonard, K. (2019, March 4). The Pros & Cons of Performance Appraisal Methods. Chron.
https://smallbusiness.chron.com/pros-cons-performance-appraisal-methods-39497.html
Lunnan, R., Lervik, J. E. B., Traavik, L. E. M., Nilsen, S. M., Amdam, R. P., & Hennestad, B. W.
(2005). CULTURAL COUNTERPOINTS: Global transfer of management practices across
nations and MNC subcultures. Academy of Management Perspectives, 19(2), 77–80.
https://doi.org/10.5465/ame.2005.16962916
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, 12(1), 31–48. https://doi.org/10.9774/gleaf.978-1-78353-424-1_5
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Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development
Jeffrey S. Schutz
Grand Canyon University
HRM-635-0500 Acquiring, Developing, and Leveraging Human Capital
Dr. McGlory, Elliott
Nov 17, 2021
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Telespazio is a company operating in the space services arena that can be extremely competitive
requiring the organization to optimize its value through innovation to get a competitive
advantage. The factor in creating value inside of this organization is a creative staff and Human
Resource department, which is important for the company. Optimizing human resource
management, it is essential to have effective and efficient appraisal system. This is an important
tool in motivating employees to achieve better performance and excellence in an environment
conducive to innovation and creativity with acknowledgment or identification of performed work
within rewards or incentives for deserving employees. 2005 the company adopted a system of
appraisal which was to achieve successful transition within the organization. The appraisal
system was designed to make right employee management decisions regarding compensations,
awards career advancement for mobility and training required. The system was to ensure that
important values were included in collaboration, inclusiveness among the definition of
objectives, focus upon competencies and roles, and provide clear referencing for observable
behavior. (Dessler, 2016)
The two-fold system adopted was designed to achieve a successful transition for the company
along with optimal support guiding professional growth and development of employees, this
would enhance the value and the creation of capabilities for the company. The two aspects of an
employee’s performance goals were effectively evaluated, primarily, the goals and objectives the
employees had to achieve to improve their professional and technical skills. The system of
appraisals helped to identify the skills that were important for every profile. Resulting in a
process of evaluations, different styles for different positions for every employee within the
organization except executives.
Current Appraisal Methods:
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The current system of appraisal existing within Telespazio is called TPAD, an acronym for
TELESPAZIO PERFORMANCE APPRAISAL FOR DEVELOPMENT. The process is
designed to reach desired goals or results in the organization with performance management by
providing substantial support for developing employee rewards, compensation, career
advancement through training while also promoting transparency. Observable behavior and
focus on roles and competencies (Profili, Sammarra, Innocent, and Gabrielli, (2014). The design
of the appraisal process is aimed at achieving optimal output of the employees by the providing
of support in the form of coaching and training while developing the ability to overcome
obstacles with the transition to a leader’s mindset and treat failures as an important lesson of
learning and growth. This results in performance of excellence and exceptional creation of
values for the individuals, departments, and the company.
A successful performance appraisal system helps in the task of motivating employees that have
some natural drive, just in the need of guidance. This was established by Farndale and Kelliher
and implemented within the TPAD. Understanding can adequately be achieved from the initial
interview, that is an important part of the appraisal process. It consists of identification and
listing various skills, strengths, weaknesses, objectives, and accomplishments wished to be
achieved by employees during the upcoming year. This establishes the required joint definition
of objectives by the including of the employees, this provides a feeling ownership and team
membership, helping to develop cohesiveness within the organization.
Changes/Strategies suggested for Telespazio:
A factor to consider within the process of multinational organizations is the scope for imitation of
a tool or technique used within one location, and in all other locations. The existence of
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contrasting or different cultures in certain locations can result in tools that can be successful
providing results in one location and is a failure at another due to the lack of understanding of the
different customs and cultures in the countries that require a different approach. With the
existence of different attitudes, the implementation and adoption of any change may be difficult
and meet resistance on many levels. Different styles of leadership might not be capable of
leading change, uncertainty avoidance index on the Hofstede model simple factors which may
result in failure to successfully implement the appraisal system. Amazon is the reason why
global companies have adopted a unique approach to designing and implementing strategy in
different locations is the understanding that in the business processes and practices one-size-fitsall does not exist. It is essentially the performance appraisal system is designed with adequate
consideration for the culture and the society of their primary workforce and with the optimal
action of requiring every different region to design their own performance appraisal system,
which is an inclusive approach optimal and effective acceptance of the system by adoption by the
concerned region. The central office can provide the final input by modifying the system to
bring it all in alignment and call the location to ensure there are no disadvantages or
discrimination that may result for any specific location.
Description of the appraisal tool and interview strategy:
The current system utilized by Telespazio is SAP, which is efficient and effective being a reputed
and universally adopted management tool. The company needs to update the version as SAP has
shown the supporting application known as the success factor for the performance management
application used by Telespazio. The new tool offers comprehensive appraisal tools including
features within the performance module related to goals, training, and development to provide
easier planning for the basis of key indicators of performance integrated into the single module.
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The tool is to be designed for evaluations providing clear results at four different levels to
facilitate the identification of excellent performance and suffering performance. Contributors
that perform above the standards, showing initiative and motivation. Contributor that performs
constantly at the given standard effectively and is dependable. Contributors required to improve
to achieve the level of the valued contributor. Contributors that perform much below the
standard and needs improvement to perform the job effectively.
The evaluation will be related to the quality and quantity of work that is accomplished. Factor
evaluation system considering all nine of the factors for efficient evaluation of the job will be
adopted. The structure of the factor evaluation system is designed to assess every factor required
for the value creation process in the form of input of all factors that may impact the factors in the
external environment in generating the required score along with the required features support
the system for achieving the required information. It assembles a comprehensive evaluation on
the grading of assessments of:
1. The different knowledge required for the position.
2. The level of supervisory skills and knowledge used in the position along with the
feedback and review system level of accountability.
3. Guidelines and procedural framework set up for performing the work.
4. Complexity of work performed, and level of creativity and skills required, with
the correct application of knowledge.
5. The scope and effect of the job in terms to ensure proper understanding of the
purpose of the position and the product or service that it provides.
6. Level of personal contact required to performing the job.
7. Reasons why the contacts are made.
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8. Level of physical activity required to perform this job.
9. The work environment provides a level of support.
The HR department is responsible for ensuring the performance of the employees are in
alignment with organizational goals, with focus on optimizing value creation through every
process. A strategy devised for achievement of corporate goals is extremely important at each
level of the organization. Employees are to be focused on the aims and work towards their
achievement as a whole. Implementation of the plan at each level with built-in checks to ensure
required results are achieved at each level or else changes needed to be made. Adoption of a
strategy needs to be dynamic and proactive not reactive for achieving optimal results. When any
deviations from goals are detected then corrected, the faster the objectives are achieved.
Implementation and evaluation should go hand-in-hand for the success of the strategy.
Benefits of the Appraisal Tool and Appraisal Interview:
Performance management system consists of setting standards through established management
policies and procedures, focused on the strategic goals. Performance measurement through an
adequate and efficient system will provide feedback to measure against when performing a
standard review. Changes need to address under performance and discipline along with
communication for reporting all progress to the employees. The progress and feedback are to be
the basis for the reward and remuneration strategy to be implemented for a fair and just, nondiscriminatory approach that motivates the employees. To incorporate processes for continuous
improvements and growth of the employees and organization an implementation of a training
program that improves the knowledge and skills of the employees enabling them to progress with
their career and improving the organization.
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References
Dessler, G. (2016). Human Resource Management, 15th edition.
Profili, S., Sammarra, A., Innocent, L., and Gabrielli, G., (2014), Performance Apprasial at
Telespazio: Aligning Stratigic Goals to Development
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