Improving the performance review process: An action research on promoting professional development through performance review and coaching
This Integrated Action Research addressed the issue of not utilizing the performance review process and its results for the professional development of auditors in a professional service firm. The professionals in this action research are highly-skilled certified public accountants (CPAs) working in...
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| Main Author: | |
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| Format: | text |
| Language: | English |
| Published: |
Animo Repository
2018
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| Subjects: | |
| Online Access: | https://animorepository.dlsu.edu.ph/etd_masteral/5473 |
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| Institution: | De La Salle University |
| Language: | English |
| Summary: | This Integrated Action Research addressed the issue of not utilizing the performance review process and its results for the professional development of auditors in a professional service firm. The professionals in this action research are highly-skilled certified public accountants (CPAs) working in a public auditing firm (the Firm), whose performance review results can be utilized for individual performance development. The objectives of this paper include revisiting and improving the Firms performance review process, improving the performance review tools, and utilizing goal-setting and coaching to reinforce excellent performance and help enhance those who need performance improvements. Cycle 1 of this action research focused on improving the Firms performance review process and its tool, which is the Engagement Performance Review (EPR) form. This cycle also introduced the use of Goal-Setting form as a tool to document each professionals career aspirations and goals for professional development. Cycle 2 of this action research focused on establishing Coaching procedures in the Firm to reinforce the results of Cycle 1 and to further promote professional development through the improved performance review process of the Firm. In collaboratively working on this research, we used the PDCA Cycle as a continuous improvement tool, the Appraisal Theory as guide to make sense of the steps on how to elicit emotions of interest for performance review from our professionals, and the GROW Model as a guide to Coaching for performance. We also utilized the ADKAR Model as an individual change model. |
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