Performance Appraisal at Telespazio:Aligning Strategic Goals to People DevelopmentCase Assignment Questions Students must use the format provided in the Case Assignments Template document posted under Case Assignments in the Course Requirements Module. Each answer must apply concepts and principles from the assigned readings that are cited to source in APA format. Any information quoted directly from the case description must also be cited to source. Your answers must be based on the facts as they are presented in the case description. Do not conduct additional research on the organization to supplement or update the facts presented in the case description. $1.$ Why has Telespazio adopted a double$-$rater system to evaluate the employees who work on projects on a regular basis? $2.$ Why is the Telespazio HR team concerned about equity and the selectivity of managers evaluations? What actions would you recommend to improve managers rating skills? $3.$ Which features of the PAT program contribute to strengthening the relationship between performance appraisal and training and development? How does the appraisal system support Telespazios decision making with respect to employee training and development? $4.$ Why didnt Telespazio adopt a standard forced distribution method? Do you consider the decision to require managers to adhere to a maximum percentage $(15\%)$ of outstanding evaluations to be an effective way of improving the equity of the appraisal process? $5.$ How does Telespazio plan to address the transfer of the appraisal system to its foreign subsidiaries? What strategies would you

recommend to facilitate this process?Need brief explaination answers for the above based on valentine,S $.$R Mathis