Performance Evaluation : Performance Appraisal Process

Development of a performance appraisal system that is effective in a human service organization is of benefit for the organization and the employees. For a performance appraisal system to be effective, the system has to be strategic, designed to fit the specific needs of the organization, non-discriminatory, non-bias, with correct implementation and administration. Many different components, must to be incorporated to make this type of system beneficial for all who use it, and all who are evaluated by the system.

After reviewing exhibit 7.4.2, list what you regard as the major problems with the Darby appraisal system. Make specific recommendations about changing the system.

Within my setting a process we use to monitor, evaluate the performance of individuals and teams is appraisals. “All contracted staff should receive some sort of appraisal with their line manager” Daly M el al (2004 p.2070). Appraisals are good process for both managers and the staff team to openly discuss performances and quality of production and output at work. “Appraisals are regular meetings between employers and subordinate, providing a non-threatening routine occasion when work standards cam be discussed and suggestions for improvement can be jointly decided”. Sadek and Sadek (2004 p.134). To carry out a successful appraisal there is a few stages to make sure that all the correct

Communication: Effective communication is very important because it effects relations and objectives of the organization. Following are the points which tells the relationship between employers and employees

One of the most misunderstood tools used by managers in today’s businesses is the performance evaluation. At its basic level, the performance evaluation is a tool that allows an organization to evaluate an employee’s past performance compared with a set of performance standards (Dessler, 2015). These evaluations may be used to determine pay and compensation, promotions, terminations, training and development opportunities, and more (Mulvaney, McKinney, & Grodsky, 2012). Although the idea of providing feedback on job performance seems simple, many organizations struggle to develop a performance evaluation system that is fair to employees, easy for managers to use, and that measures key areas of performance. A study of 100 large U.S. corporations showed that all of the companies used some sort of performance evaluation system, but half of the corporations were considering making major changes to their system and six percent of the firms said they were considering eliminating the process altogether (Lawler, Benson, & McDermot, 2012). Given the importance of providing feedback about performance and the potential organizational benefits of an effective process, eliminating performance evaluations is not likely to result in success for employees or the

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.

“Performance appraisals can enhance employee performance as well as advance the mission and goals of an organization. There are many advantages of performance appraisals if they are applied fairly, consistently and objectively. Performance appraisals not applied fairly can be counterproductive and even destructive to

Trent has several facts that he needs to consider about how he handled Ms. Smith’s appraisal. The purpose of the performance appraisal is to advise the employee concerning the value of their performance. Performance appraisals should reinforce the manager and employee relationship. Trent’s method of presenting Smith’s appraisal was discouraging and upsetting because she stormed out of the office. He only stated her weaknesses and hinted that she did not really fit in his department. He did not set any short-term improvement goals and a follow-up date to ascertain if Ms. Smith had shown any improvement. He did not give her a copy of her appraisal. One of the facts that Trent needs to consider is that he did not follow the performance appraisal guidelines. In fact, everyone should receive a copy of their appraisal. Another fact that Trent should consider is that he did not have enough documentation available to confirm that she had an inadequate work performance and an unpleasant attitude. He is basing her performance from his negative personal feelings about Ms. Smith. Trent felt that Ms. Smith was a “problem” employee. If Trent did not record any oral warnings or written reprimands in her record, this is another fact that he needs to consider. He has to record the exact times and dates that he has spoken to Ms. Smith about her attitudes and performance. Additionally, he has to provide specific and objective facts in her employee file to prove that

Appraisals are conducted in order to fulfill their obligation, some others do it to fill a report in their file but the successful organisations understand the benefits of appraisals which are to strategically manage performance of employees. The process provides a record of individual performance recorded over a given period of time. The process gives every one an opportunity to reflect on future development and how to meet one’s expectations. The output of the performance appraisal helps the supervisor in determining salary increases and gives an opportunity to focus on future goals through identifying the underlying issues and correcting them to attain better results in the future which benefits both the employee and the organization (Sanchez & Levine, 2009, p. 53).

It is been said by some that appraisal cannot serve the needs of evaluation and development at the same time. it must be one or the other. The researcher believe there must be an acceptable middle ground, where the need to evaluate employees objectively, and the need to encourage and develop them, can be balanced.

Performance appraisal is defined by Mathias, Jackson (2005, p106) as ‘the process of evaluating how well employees perform their jobs as compared to a set of standards, and then communicating that information to those employees.’ This evaluation or review is usually carried out periodically. A performance appraisal usually forms an integral part of an organization’s Performance Management System, and although there are criticisms against performance appraisals, its many advantages heavily outweigh their shortcomings.

Due to the growing focus on the personnel’s development, there is an increasing concern regarding the use of effective assessment methods. Performance appraisals are being used by a large number of organizations for assessing their employee’s performance and its effects on the organization as a whole. Similarly, universities make use of the assessment methods to assess the learning of their students. Despite the Popularity of performance appraisals there is an ongoing debate regarding the effectiveness of the assessment methods and use of performance appraisals (Schraeder, Becton & Protis, 2007). This believe can be further strengthen up by the research done by Clinton O & Stephen J, which shows that less that 20

The Rating Scale is a form on which the manager simply checks off the employee’s level of performance.

Performance appraisals are often viewed as a “no-win” situation by both managers and employees (Glen, 1990). Managers view performance appraisals as their job to provide performance feedback and motivate employees in order to drive individual and organizational improvements (Glen, 1990). Employees see performance appraisals as the means to an increased income, improved skills through developmental training and promotional opportunities (Glen,

Human Resource (or personnel) management, in the sense of getting things done through people, is an essential part of every manager’s responsibility, but many