Essay on Hsm/220 Week 8 Developing a Performance Appraisal System

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

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.

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 appraisal is one of the most commonly used methods of formal assessment and is used to evaluate and assess the performance of an employee against agreed targets and objectives, with the aim of improving employee performance. Where an employee has been able to achieve their targets, the appraisal can be used to recognise successes. This often helps to increase an employee’s confidence and motivation and can lead to better organisational performance. Many organisations will use the outcomes of an appraisal to identify potential candidates for promotions or even an increase in pay. At the same time, an appraisal meeting may include discussions on underperformance, identifying why this has occurred and how this can be avoided in the future.

of Agilent Technologies. Performance appraisal is one of the factors related to an organization 's long-term success. It has the ability to measure how well employees perform and then

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.

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

From the employee’s perspective the purpose of performance appraisal is important in four ways. Firstly, to inform the employee as to what are his duties in the organization. Secondly, to measure his performance and let him know how far is he on the expectation scale. Thirdly, it is useful in order to assist the employee in improving his performance. Lastly, if the employee has worked efficiently, due to the existence of performance appraisal, the employee will be effectively rewarded.

“Performance appraisal is the process through which employee performance is assessed, feedback is provided to the employee, and corrective action plans are designed.” (Youssef, 2012). Performance appraisals can be very effective, by doing them carefully it will improve employee performance. Consistency with the evaluations is an important part of the process. During the evaluation express positive and negative accomplishments from the employee by using examples. Use goals, job related data that support ratings and focus on outcomes the employee can control and work towards. List specific areas the employee can improve on. Also it is important to compliment and show your appreciation to the employee.

​Performance appraisals facilitate the maintaining of employee records regarding their past and present performance. This information is important when determining the effectiveness of individual employees in their job positions.

Appraisal performance of individual, groups and organizations is something important for all organizations to succeed and achieve its objectives. Also it is used to evaluate the performance of the employees and monitor them to achieve the desired goal.

Performance appraisal is a method of evaluating the behaviour of employees in the work spot, normally both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishment of the tasks that make up an individual’s job. It indicates how well an individual is fulfilling the job demands. The purpose of performance appraisal is to update the worker on his progress, gauge his behavior and performance, praise good work, and note opportunities for improvement. A poorly conducted appraisal could cause the worker to lose morale, but a constructive performance appraisal can encourage him to go above and beyond the call of duty. People differ in

Appraisal performance of individual, groups and organizations is something important for all organizations to succeed and achieve its objectives. Also it is used to evaluate the performance of the employees and monitor them to achieve the desired goal.

Performance appraisal is a process of appraising the employee job performance. It also allows a continuing process of learning, studying, analyzing, and recording data about the value of the employee. Performance appraisals are a very useful tool for management and associates alike. Companies use performance appraisals for the purpose of evaluating and developing associates. An appraisal that has been properly executed acts as the basis for hiring new employees, training and developing current employees, restructuring of workflow, and aids in motivating employees as well.

Fallon and McConnell (2007) define a performance appraisal as a “structured event” in which employee performance is examined. Such reviews are normally based on documents such as the job description and a performance appraisal form. Bauer and Erdogen (2009) strongly believe that the organizational use of performance appraisals is beneficial for many reasons.