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ASSIGNMENT
Submitted by
VIVEK DEVASIA
Roll no. 179
Batch 20
Section C
Alex takes appraisals to be too light and of least importance. She considers it to be
more of a regular normal procedure which is not of much use. Her method of
conducting the appraisal interview also needs to be changed. The casual talking style
of appraisal interview can create a stress free and relaxed environment for the
employees, but she does not use a proper method of appraisal. No formal set of
questions are put forth and the employees replies and responses are not properly
noted down or marked. This does not bring out the best use of these interviews and
the resultant appraisal is based only on gut instincts and the managers own
perceptions rather than real factual data and performance. Such an appraisal report
can be affected by various appraisal problems like various biases and recency effects.
There are various positives as well with Alexs approach. The casual way of the
interview and the good relations she holds with her employees can bring out a stress
free and relaxed atmosphere. This can lead to proper and free responses from the
employees, which if well used, can be very useful in assessing them and
understanding the reasons for their failure.
Daniel Rossen takes appraisals to be the most important part of the HR calendar every
year. He considers appraisals to be of prime importance and takes it very seriously.
He collects all the data available and utilizes them in his appraisal process. He sets
forms and predetermined questions and marks every answer given by the employee.
Thus the process of appraisal by Daniel can be very effective and well planned.
The negative side of Daniels appraisals is that, his serious and strict nature, and the
seriousness he puts into the whole procedure, make the appraisals a process full of
tension and stress to the employees. This cannot bring out the best results for the
company. As the employees, under the heavy stress they feel, cannot be true or clear
in their responses. The stress will not bring out the best responses from the employees
and can never prove to be good for any appraisal process.
Firstly, from a practical point of view, the base for pay and promotional decisions on
employees is the performance appraisal.
Secondly, the appraisal lets the management and the employees develop a plan for
correcting any deficiencies, and to reinforce the things the subordinate does right.
Thirdly, appraisals should serve a useful career planning purpose. They provide an
opportunity to review the employees career plans in light of his or her exhibited
strengths and weaknesses. He can identify the areas on which he needs to improve.
Fourthly, appraisals play an integral part companys performance management
process.
Understand the problems First, learn and understand the present appraisal problems.
Learning and understanding the problems with the methods and practices being used
currently can help avoid them. This can make the process more effective and bring
better results.
Selection of the right appraisal tool Second, find out the tool that is best suit for the
company. I am planning to meet with the top management and write to the regional
managers for their suggestions on deciding on the right tool for appraisal. A
combination of various tools can be the best option at several times. Each tool has its
own pros and cons. Various criterias that are to be considered for deciding on the tool
are, accessibility, ease of use, accuracy and time available.
Employee record Third, keep a record of employees performance over the year.
This provides the managers with proper data and facts to refer to, and compare real
and expected performances. A regular day to day record will note all the happenings
daily of each employees. This can help analyse each employees performance.
Preparing a Plan Fourth, the main aim of the appraisal should be to improve
unsatisfactory performance and to reinforce exemplary performance. The appraisals
end product should therefore always be a plan for what the employee must do to
improve his or her efforts.
Fair Appraisal Fifth, but perhaps most important, make sure that every appraisal the
manager gives is fair.
Avoid too much of Strictness Sixth, the appraisal interviews should not be too strict
and rigid. It has to be lenient enough to bring in positive results and yet be sticking to
a plan and format. Daniel should be asked to be lesser stringent and should be asked
to bring in more of a stress free environment in performance appraisals.
Collect and concentrate more on Objective Data Seventh, use examples such as
absences, tardiness, quality records, orders processed, productivity records, order
processing time, accident reports and so on.
Interviews should not be too personal Eight, avoid getting too personal and never
hurt an employees feelings. Instead, try to compare the persons performance to a
standard.
Listen to the employee Ninth, but an important rule in appraisal process, stop and
listen to the employee. Understand what he is saying. Allow him time to share his
thoughts and reasons for a problem rather than blaming him for it. Make sure that the
employee gets a chance to present his case and carefully not down points that can be
taken out of it.
Frequency of appraisal Tenth, a half yearly or a monthly system of appraisal can be
applied if it proves to be effective for a growing company like ours. The effectiveness
of such frequent appraisals need to be discussed and decided upon.
Feedback Last, but not the least, every performance appraisal process should end
with the feedback. The employee should be made to know the feedback and how he or
she can improve. The employee should be reinforced of the good work he has done
and be motivated to carry on with the good work.
CONCLUSION
A mix of Alexs and Daniels method of appraisals is what can be an effective way of
doing it. Not being too casual and uninterested towards the idea of appraisal, and not being
too strict and creating tension on the employees, is what can be considered a good way of
doing it. In addition to this basic change, all the above described guidelines and methods can
help bring out the best appraisal process and a perfect result for the company. Such a
successful performance appraisal system is always essential for every established company
and a proper systematic approach is what National Office Supplies company needs in its
system in this growth stage.