Developing a Performance Appraisal System

A performance appraisal is one of the most important factors in any organization and can be one of the greatest tools used to record employee production. Every organization has to have goals and objectives established and the employee has to be involved in this process. By conducting performance appraisal will improve productivity and also the morale of the employees.

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.

An effective performance appraisal system supports our desire to create a productive, motivated, accountable, reliable, creative, dedicated, and happy workforce.

Whether you wish to start a new performance appraisal system in your organization - or improve an existing one, I have a few tips:

An effective performance appraisal system strives for as much precision in defining and measuring performance dimensions as is feasible. Some of the major problems with the Darby appraisal system are:

Maintaining consistent performance appraisals help supervisors review and discuss an employee’s performance. The performance appraisal measures the employee’s accomplishments, skills, progress, and can provide training for problem areas. This process helps with effective communication and creates relationships with your employees. Correctly done appraisals will show the employee respect and improve work performance.

Develop a performance appraisal system. The following steps provide the basis for such a process:

Purpose of Performance Appraisal Performance appraisal aims at clarifying the employees work expectation, improving employee development, linking pay with performance and assessing workforce development (Mathus and Jackson, 1998). It makes employees to become aware of the organizations expectations after performance evaluation which helps them in improving their performance (de Waal, 2004). This is further emphasized by Gabris and Ihrke (2000) who found out that the main aim of performance appraisal is the provision of periodic and formal feedback to individual staff members.

The main aim of this essay is to deliberate if the performance appraisal should be treated as a manager 's tool which can be used to assess and control employees or as a method which allows workers to examine their achievement and help them to develop. Both views of the performance appraisal (PA) will be extensively discussed with concrete examples.

Component of an Effective Performance Appraisal Program. Communication and training are the basic elements of nearly all human resource a activities; however, they are especially important for an appraisal program to be deemed effective. The key components of an effective performance appraisal program include setting job expectations and performance standards, training leadership and employees and developing performance based rewards. An effective performance appraisal program can impact job satisfaction, productively and employee morale. Therefore, implementing a program that meets employer and employee needs affect s overall business success. Job expectations are the performance management begins long before an employee’s first performance appraisal. An employee’s first day on the job is the first chance to establish job expectations. Clarifying job

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

Performance appraisal is defined as a systematic and structured system for measuring and evaluating job related behaviours to discover reasons for performance and identify potential for the improvement of an individual, and eventually the performance of the organisation. (Singh, 2015) In this day and age of globalisation, managers tend to extensively use performance appraisals, as a measure of the productivity and effectiveness of the employees. In the case of a positive performance, the manager rewards the employee and on the contrary, the managers can seek to correct the lack of performance. Such exercises, allows the organisation to form a perception about the measures that need to be taken to bolster productivity in the future. Performance appraisals act as a control process for the managers, through which they can monitor the activities of the employees, to ensure they are accomplishing goals, and to correct any significant deviations (Hunsaker and Alessandra, 2008).

Employee performance appraisals can be a company’s best resource or become its worst enemy. This statement is based on the how the system was implemented, documentation of events and the steps taken on the company establishing an appraisal system that is discrete, informative, motivated towards the employee’s success and nondiscriminatory. Many factors need to be considered to perform an accurate performance appraisal that assist in avoiding a valid legal challenge.

The optimal results of a well-prepared and a well-delivered performance appraisal can be measured by focusing upon three particular dimensions. These dimensions comprise determination of performance problems,

Performance appraisal system followed in (AL TANMIA) has motivated employees to perform better. More than half of respondents are aware of the importance of performance appraisal system in improving one’s performance.