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Performance Appraisal is a process of evaluating an employee's past and current performances. Supervisors must be familiar with basic appraisal technique. The appraisal almost always affects the employee's salary raise and promotion decisions.
Performance Appraisal is a process of evaluating an employee's past and current performances. Supervisors must be familiar with basic appraisal technique. The appraisal almost always affects the employee's salary raise and promotion decisions.
Performance Appraisal is a process of evaluating an employee's past and current performances. Supervisors must be familiar with basic appraisal technique. The appraisal almost always affects the employee's salary raise and promotion decisions.
ensures that the employee achieves the objectives set by the organization and the organization thereby achieves the objectives that it has set itself in its strategic plan. Performance Appraisal is a process of evaluating an employees past and current performances relative to the persons performance standards in terms requirements of the job for purpose of placement of selection of promotion & providing financial rewards.
Why Appraisal performance There are several reasons to appraise subordinates performance.
At first appraisals play or should play an integrated role in the employees performance management process it does little good to translate the employees strategic goals into specific employees goals and then train the employees if you dont periodically review your employees performance. Second, the appraisal lets the boss and subordinate develop a plan any deficiencies the appraisal might unearthed and to reinforce the things the subordinate does correctly. Thirdly, appraisals should serve a useful career planning purpose by providing the opportunity to review the employees career plans in light of his or her exhibited strength and weaknesses. And last but not least, the appraisal almost always affects the employees salary raise and promotion decisions.
The Supervisors Role Appraising performance is both a difficult and an essential supervisory skill. Supervisors must therefore be familiar with basic appraisal technique, understand and avoid problems that can cripple appraisals, and know how to conduct appraisals fairly.
The performance evaluation should be based on the performance expectations as outlined in the employees job description. The process includes the following
Develop a Learning and Self-Development Plan Observe and document performance Develop action plans to address gaps Provide on-going coaching and development Employee completes self-evaluation Manager reviews the employees accomplishments, gaps and development and self-evaluation Manager completes evaluation and plans for meeting with employee
Steps in Appraising performance
1. Identify the job First make sure you define you employees job and performance criteria. Define the job means making sure that you and your subordinate agree on his or her duties and job standards and appraisal method you will use. 2. Job Performance Evaluation That is comparing the performance of the work of employees with the standard model. In this step, it can use many methods to assess different job performance such as:
Rated rotation, Compare the pair, Stored critical method, Method of narrative form
3. Provide feedback: Can be done once when job performance evaluation ends or can do the job several times throughout the process of evaluating the implementation of the work of employees, this depends on the nature and characteristics of the job.
Behaviorally Anchored Rating Scales Behaviorally anchored rating scales (BARS) are rating scales whose scale points are defined by statements of effective and ineffective behaviors. The procedure for BARS is usually five steps: 1. Generate Critical Incidents 2. Develop Performance Dimensions 3. Reallocate Incidents 4. Scale of Incidents 5. Develop Final Instrument
Management by Objectives Management by objectives (MBO) is a systematic and organized approach that allows management to focus on achievable goals and to attain the best possible results from available resources.
The term MBO almost always refers to a comprehensive organization-wide goal setting and appraisal program that consist of six main steps:
1. Set the organizations goals. 2. Set departmental goals. 3. Discuss and allocate department goals. 4. Define expected results (set individual goals). 5. Performance review and measure the results. 6. Provide feedback. Electronic Performance Monitoring Electronic performance monitoring (EPM) means using technology to monitor the activities of employees at work, which includes the productivity output and how effectively the employees have utilized the effective work time. It has had a negative effect on the employees like:
Increased stress levels Physical problems like stiffness in the shoulders and back pain Reduced the job satisfaction in the employees Other psycho-somatic illness complaints include anxiety, fatigue or exhaustion and depression Privacy intrusion (mails of the employee monitored by the employer) Low cost of quality and a low satisfaction rating Workers are always at a pressure to perform better due to the increased feelings of evaluation
Potential Appraisal Problems Many performance appraisal methods have been severely criticized. The potential problems are as follows: 1. Lack of Objectivity 2. Halo Error 3. Leniency/Strictness 4. Central Tendency 5. Recent Behavior Bias 6. Personal Bias 7. Manipulating the Evaluation 8. Ineffective organizational policies and practices
Five Guidelines for Holding Effective Appraisals Know the problems Use the right appraisal tool Keep a Diary Get Agreement on plan Be fair Performance Appraisal versus Performance Management
In comparing performance management and performance appraisal, the distinction is the contrast between a year end event the completion of the appraisal form and a process that starts the year with performance planning and is integral to the way people are through the year.
Additionally, whilst PM is intended to establish and nurture a constant relationship between manager and individuals, PA is based on forms designed and developed by the HR function which, in many occasions, are destined to be forgotten in some remote organizations archive.
Basic Building Blocks of Performance Management The company with an effective performance management system will instead drive its strategic objectives right through the organization down to the shop floor. We can summarize performance managements basic building blocks as follow: 1. Goal alignment 2. Ongoing performance monitoring 3. Ongoing feedback
Recommendations to improve performance Management and Appraisal
The performance appraisal system has to be based on clearly specified and measurable standards and indicators. Goals have to be consistent and mutually decided by the employee and management. Organization should follows some strategies to improve performance Management and Appraisal
1. 360 Degree performance appraisal method 2. Management by objectives 3. Work standard approach 4. Work standard approach
Conclusion Performance management is an effective way for a company to achieve their goal also a good way to get better performance from the employees. Performance appraisals are one of the most essential supervisory tools to communicate expectations, provide feedback, plan work, acknowledge contributions, and help employees gain the skills to be successful. As an organization is committed to do away with disparity and establish justice in the economy, trade, commerce and industry, build socio economic infrastructure and create employment opportunities.