Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development
Overview
This paper analyzes the Performance Appraisal System (PAT) implemented by Telespazio, a leading global space services company headquartered in Rome. The paper examines how Telespazio's appraisal structures align employee efforts with organizational strategic goals while promoting employee development, and considers potential improvements to address cultural diversity in the company's international operations.
What this case study covers
- Introduction to Telespazio's company history and mission since 1961
- Current Employee Evaluation Methods including the PAT system, rating scales, and Competency Management System
- Possible Changes to the System addressing cultural diversity and alternative tools like Kissflow HR Cloud
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Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development
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Performance Appraisal at Telespazio: Aligning Strategic Goals to People Development
Introduction
With headquarters in Rome, Telespazio is a company that provides space services. The company was founded in 1961 by Italcable and RAI (Profili, Sammarra, Innocenti, & Gabrielli, 2014). Since the beginning, the company's mission was telecommunications through artificial satellites. Among its historic highlights was the live broadcast of the moon landing on 20th July 1969 when it partnered with America's NASA. Today, Telespazio is a leading global company in the space industry and has employees in different parts of the world. The company had undergone numerous changes with a notable one occurring 2007 when it partnered with Thales Alenia Space. This paper seeks to analyze the appraisal structures by the company for its employees.
Current Employee Evaluation Methods
The company relies on the Performance Appraisal System (PAT) that was developed in 2005 to align employee efforts with organizational goals and objectives, both locally and internationally. The system encompasses employee management, including rewards, training, compensation, career development, and mobility. The digital appraisal system aims to promote transparency, sharing for information, the mutual definition of goals, focus on competencies/roles, and reference to observable employee behaviors. The appraisal system rates managers, specialists, and professionals based on a 3-level scale: Not Achieved, Achieved, or Exceeded (based on personal objectives against company goals). Further, the system rates employees and operators on a 3-level scale; To be Improved, Standard, and Outstanding.