A new focus on achievement

Article Abstract:

Metropolitan Property and Casualty Insurance Company (Warwick, RI) (Metropolitan P&C) developed an employee performance appraisal system called Focus on Achievement in response to the failure of their old system to fully meet the expectations of most employees and management. After identifying the specific problems with the old system by using employee focus groups, the firm determined the elements of the new system which included mutually established work goals, a focus on development instead of on evaluation, and an emphasis on achievement instead of reviewing an employee's history. The principles of Focus on Achievement include continually improving performance, employees having primary responsibility for their performance, and enhancing development. The key elements of the achievement plan include individual vision, major job responsibilities, and personal action plans.

Fire, marine, and casualty insurance, Human resource management, Performance standards, Job performance standards, Metropolitan Property and Casualty Insurance Co.

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Applicant screening cuts turnover costs

Article Abstract:

Connecticut General Life Insurance Co's search for a personnel recruitment tool that could collect as much job-relevant employee information as possible without being intrusive has lead the company to the Claims Processing Proficiency Assessment (CPPA) system. The CPPA is a joint project of Q Technologies and the home office training department of CIGNA Corp, Connecticut General's parent company. This recruitment system evaluates all types of insurance-processing work based on factual job scenarios. CPPA assesses the ability of applicants to determine how claim documents are processes and to fast they can process these claims. It categorizes applicants based on their intellectual and athletic abilities, which allows the company to select the appropriate training program for each group. The CPPA has helped Connecticut General reduce its training expenses by about $300,000.

Accident and health insurance, Equipment and supplies, Insurance industry, Life insurance industry, Recruiting, Employee recruitment, Connecticut General Life Insurance Co.

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Focus on results, not behavior

Article Abstract:

Employee performance appraisals are flawed because they focus on the behavior of employees rather than on their performance. Limiting attention to such areas of personal behavior as adaptability, initiative, decision-making ability and communication skills can result in personality conflicts between supervisors and the employees under review. A better approach to performance appraisal is the 'Job Results Management' concept. This system redirects focus from the employee's behavior to the outcomes of that behavior, thereby avoiding problems arising from personalities, attitudes or personal behavior. To make this approach work, managers are advised to use specific and objective language, to base evaluations strictly on results and to keep communication lines open at all times.

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