Performance Appraisal : Performance Evaluation

A performance appraisal helps with developing information on an employee, which will help determine if the objectives that were set forth have been met, and what needs to be improved to help with the success of the company. This evaluation happens once a year to help the employer determine whether or not an employee is a great asset for the company. Performance appraisal is very important for staff motivation, communicating, and an individual’s contribution towards the company success. Each performance appraisal must be accurate, and thought through to ensure that appraisals is effective, and to help

The measurement of employee’s performance is only internal. A good performance appraisal should have multiple raters, both internal and external.

A performance appraisal is an evaluation done on an employee’s job performance over a specific period of time. It is the equivalent of a report card on an employee and how their manager assessed their performance over the prior year. It is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development.

Performance appraisals are a tool that most companies use when assessing their employees. A well prepared and well delivered performance appraisal can be beneficial to both the employee and the company. The company benefits in many different ways when they deliver this type of performance appraisal. The performance appraisal process

A central reason for the utilization of performance appraisal Pas is performance improvement (initially at the level of an individual employee, and ultimately at the level of an organization. Other fundamental reasons include as a basis for employment decisions eg promotion, terminations, transfers, as certain criteria is reached to aid expectations and to establish personal objectives for training programs, transmission of objectives feedback for personal development. As a mean of documentation to aid in keeping track of decisions and legal requirements named in wage and other fringe benefits administration. And is used for formulation of job criteria and selection of individual who is best in performing organization tasks.

The annual performance review seems ineffective, a waste of time, or it becomes demotivating for employees and thus counterproductive. Employee appraisal is a method of measuring and evaluating employee job performance. The employee evaluation consists of regular reviews at different intervals every six months or yearly reviews. The evaluations are a pre-determined set of criteria centered on organizational goals. A manager conducts performance evaluations and discusses the employee’s strengths, weaknesses, employee behaviors, productivity. A performance appraisal is essential for refinement, maintaining, or increasing job performance. These reports give the employee insight to where improvement is needed, and it provides an opportunity for development.

Employee performance management is the yearlong continuous collaboration between the supervisor and employee to develop agreed upon employee goals that meet company expectations and support organizational objectives. During this continuous planning time discussions are focused on clarifying responsibilities, establishing objectives, setting goals, conferring feedback, and appraising results.

The process in itself can be very task oriented and not very informative to the person that is taking the evaluation. The managers seem to be very disengaged in the way it is presented. It is viewed as a task that needs to get done that the organization requires. In some cases if there are corrective action taken, the managers might be more engaged to discuss the specific areas of improvement. The employees seem to be very stressed out during the process as work load and the awareness of one’s possible compensation being on the line. Although it is mentioned that the compensation is not tied to the performance evaluation, it is widely accepted as the measurable aid that will provide a barometer to how well one will be compensated.

An effective method of performance evaluation is the 360-degree performance appraisal. This method utilizes supervisor(s), subordinates, peers, and occasionally customer feedback to provide the employee a clear picture how their actions affect others in the workplace (Dalton, 1996). Areas on a performance evaluation that utilize the 360-degree performance appraisal elements are; cooperation and teamwork, initiative and judgment, dependability, and customer service. These elements of the evaluation work together and meet the goal of a performance appraisal to motivate and improve the skills of the employee.

The performance appraisal report must be done genuinely and should not be based on biased. Performance of the employees should be evaluated taking all the aspects into consideration and should not be restricted to only one criteria. Performance appraisal is not a one-time affair, for better result the organization should do the appraisals in frequent intervals. Rating employees based on personal preferences, likes, dislikes, must be avoided so that employees gain confidence on the system of appraisal and are motivated to work hard and provide

What is performance appraisals, how are they beneficial or damaging to the key characteristics of an effective system; and how does this system effect one’s own experience as to their own performance evaluation. So, what is performance appraisal, “it’s the evaluation of a person’s performance” (Kelly & Williams, 2016, pg. 92). This performance evaluation helps one’s manager in compiling information as to an employee’s conduct as to their performance and work ethics, through the usage of systematic process that was designed to rate their performance using one’s own

The performance appraisal is very important to smooth the development of the organization and the employees itself. It helps the workers know and develop their performance, knowledge, skills and ability to ensure they can develop themselves better in the future. By doing the performance appraisal evaluation, the organization can identify their workers strength and weaknesses easily. Basically in organization, every individual have the different attitudes, characteristics, skills, ability and knowledge that makes them different among each other. Maybe some of the workers are excellent in the accounting; so they can work at the financial department and many else. If the workers are lack of knowledge in some field or related department and do not know how to complete the task given, the manager of the organization can know what kind of training needed by the workers and send them to the training centre to helps them develop their skills, knowledge and ability to avoid the workers do the same mistake besides can improve their performance to a better level in the future. (Snell & Bohlander, 2010). For example, the CIMB Group was conducted CIMB-Insead Leadership Programme to develop leadership skill sets and competencies as leaders transition from business management to group management and understand individual leadership strengths and weaknesses and develop improvement action. At last, it is the duties of Human Resource Management in CIMB Group to formulate the best training program for each of the employees to develop their talent, strengthen their skills and better understanding about their job in order to achieve the organization’s

Performance appraisal is the systematic, periodic and an impartial rating of an employee’s excellence in matters pertaining to his present job and his potential for a better job”

The workforce today is known to have lots of issues regarding the customer satisfaction, competitive advantage, the fight for power, technological advancements, and effective service in order to attain success. Performance appraisal is one of the most crucial and central human resource practices in organizations due to its critical linkage with selection, compensation, training and other employment practices (Elsevier, 2008). Performance appraisal is a Human resource practice which concentrates on the interactions between the supervisors and the subordinates. Performance appraisal is an important tool in order to improve the business performance and also to develop an organizational culture that foster competitive advantage, flexibility and innovation. As the definition explains, Performance appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development (MSG, 2013).Through the method of performance appraisal, the employee or the individual develops himself intellectually and he understands where he went wrong to correct it. The individual is being assessed based on the work he has done and his ability so that he could effectively attain the pre-established criteria and organizational objectives. This method is really important in adding value to the organizational goals and the company’s objectives. It is said to be a key factor of encouragement to the employees and it highly

Career appraisal: also know as performance appraisal is used by the organization in its employee career development, focus is put on individual performance, performance appraisal helps to rate employee and assess their input to the organization. It brings about recognition of work contributed by the employees through means of rewards and approval. It plays the role of the connection between organization and its employees career goals.