Developing a Performance Appraisal System
Michelle D. Howard
The Human Services Administrator
Instructor: Mandy Sargeant
Axia College of University of Phoenix
February 12, 2009
Introduction A performance appraisal is a key element in organization and can be one of the greatest tools used to record employee production. Organizations can establish their goals and objectivities, while involving the employees in the process. Conducting a performance appraisal increases productivity and morale and can prove to be effective in performance production. Appraisals are a positive way for an employee to know how well they are performing the duties assigned to them, and an appraisal is a good indicator of how an employee needs to improve
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The outcome of this appraisal can have a strong impact on the employees self esteem. This appraisal should in no way demoralize the employee, which would cause an increase of higher employee turnovers for the organization. Encouraging employees to conduct self performance appraisals would be great for the employee as well as for the organization. By promoting self appraisals for the employees, builds a good rapport between the employees and the supervisor or manager. The employee becomes more familiar with their standards of performance, and will more often than not work harder to exceed their own standards. When a manger provides feedback to the employee about the appraisal in a timely manner, the employee can quickly view his or her shortcomings and begin to improve in the needed areas of work. Feedback must be timely enough to allow the employee to make the necessary adjustments. Another key element for a good appraisal system is for the organization to set objectivities to decide what the organization wants from the employees and have the employee agree with them and also to set timelines for these objectivities to be met. A good appraisal system will also include ways to reward the employee for work performed effectively and productively. Pay awards or extra vacation days are good incentivizes for employees to produce excellent work, but this must not be overdone
An important element of the appraisal process is the setting of targets and objectives for the next period. An employee cannot be expected to perform well if they do not have a clear understanding of what is expected.
3600 feedback is a process in which someone’s performance is assessed and feedback is given by a number of people who may include their manager, subordinates, colleagues and customers (Michael Armstrong 2009:644). The debate surrounds a point of whether it offers a means of overcoming the traditional limitations of appraisal.
An effective performance appraisal system supports our desire to create a productive, motivated, accountable, reliable, creative, dedicated, and happy workforce.
Week 3 Knowledge Check Study Guide Concepts Mastery Requirements of Effective Appraisal Systems 1 2 3 100% 4 5 6 100% 7 8 9 100% 10 11 12 100% 13 14 15 Performance-Appraisal Legalities Questions 100% Methods of Appraising Employee Performance Score: 15 / 15 Elements of Effective Performance Feedback
Formal employee appraisals provide a strong reinforcement of the corporate aims and values. It gives managers an opportunity to show employees how their individual roles contribute to the company goals and give feedback to the impact that the employee has on those goals. It also provides management with a solid forum for
The employee should know where he/she stands in obtaining performance goals. Thus, providing feedback is an integral part of the task. The feedback should be delivered to the employee to motivate the employee but also help him/her identify any weakness in his/her performance and to help contribute to growth. The employee should leave the appraisal with knowledge of what he/she specifically needs to improve on
Appraisals are a positive way for an employer to let the employee know how well they are performing the duties that are assigned to them, and an appraisal is a good indictor of how an employee needs to improve in a certain job task.
Performance Appraisals will help to monitor standards, objectives, expectations, responsibilities, tasks, training needs and career succession planning. Also the employee appraisals are used for the evaluation of annual pay and grading reviews, which also coincides with the next year business planning.
Appraisals are a great way to empower staff and highlight their strengths and improvements, thus enabling individuals to feel proud of themselves and their role within the team.
The purpose of a performance appraisal is to be used to improve employee performance. It should be used as a guide for recognizing outstanding behavior that is in line with departmental policies and work objectives, but should also be used as a tool for feedback to improve observed employee deficiencies. Performance appraisals should never be a surprise when it is presented to the employee. It is important for subordinates to understand what they are being evaluated on and what it takes to be successful.
Assessment and feedback are important to employers and employees when used wisely. Achievement appraisals can contribute to employees that aim high to achieve job goals. It can also lift the confidence of employees by this bonus and appreciation system. Employees will strive to do their best to receive the added benefits. If the employee is not performing well then some advice for the employer and feedback for the employee can help the employee to increase performance.
Today we will discuss the negative affects of a poorly written appraisal and the positive affects of an effective written appraisal. We will cover the steps to take, the information to include, and the
Specifically, this essay will focus on performance appraisal which is the level of concern to employees and how
On the other hand, poor performance, or mediocre performance may lead to negative appraisals and consequences, including job termination or withholding of bonuses, awards, and promotions. Performance appraisals are a systemic means of ensuring quality of work performance, and thus achieving the strategic objectives and advancing the goals of the organization. These performance appraisals, in order to be effective, must be applied in a uniform, objective, fair and consistent manner over time. In addition, the expectations of the performance appraisal must be clearly understood and agreed upon by the supervisor and the employee. Objectivity and fairness in the appraisal system build trust in the organization as well as high morale among employees.
In the route of providing criticism, managers and employees may recognize performance objectives that need to be established and find ways to resolve those problems. Performance Appraisal is an important part of performance management and it needs to be brought to the forefront of the HR dept. so that managers can access and give feedback on what is wrong with each department as well as what and employee may be lacking.