Performance Appraisal

DEFINITION

Performance appraisals are usually designed by the human resources (HR) department as a way for employees to develop in their careers. It is a means of providing individuals in an  Organization with feedback on their job performance. It ensures that employees are managing and meeting the goals expected of them, giving them guidance on how to reach them if they fall short.

Performance Appraisal is usually Done in the following ways:

  1. The supervisors measure the pay of employees and compare it with targets and plans.
  2. The supervisor analyses the factors behind work performances of employees.
  3. The employers are in position to guide the employees for a better performance.

The reason why this is done is because companies have a limited pool of fund from which it award incentives, such as raises and bonuses. Performance appraisals helps the company determine how to allocate those funds. They provide a way for companies to determine which employees have contributed the most to the company’s growth so companies can reward their top performing employees accordingly.

TYPES OF PERFORMANCE APPRAISALS

 

  • Self-assessment: individuals rate their job performance and behaviors themselves.
  • Peer assessment: an individual’s workgroup or co-workers rate their performance.
  • 360-degree feedback assessment: includes input from an individual, supervisor, and peers.
  • Then the newer addition which is called the NEGOTIATED APPRAISAL: This is a newer trend that utilizes a mediator and attempts to moderate the disapproving nature of a performance review it focuses on what the individual is doing right before any criticism is given. This structure tends to be useful during conflicts between subordinates and supervisors.

What are performance appraisals used for?

  • Performance appraisals are used to review the job performance of an employee over some period of time. These reviews are used to highlight both strengths and weaknesses in order to improve future performance.

When should a performance appraisal take place?

  • Performance management is an ongoing process. Throughout the year, managers are encouraged to engage with employees to establish goals, note progress, and provide feedback. Formal reviews or appraisals often take place on a yearly or quarterly basis.

HOW ARE APPRAISALS CARRIED OUT ?

Performance appraisal is usually done in the following ways:

  • The supervisors measure the pay of employees and compare it with targets and plans.
  • The supervisor analyses the factors behind work performances of employees.
  • The employers are in position to guide the employees for a better performance.

WHEN TO APPRAISE


• Performance management is an ongoing process. Throughout the year, managers are encouraged to engage with employees to establish goals, note progress, and provide feedback. Formal reviews or appraisals often take place on a yearly or quarterly basis.

ADVANTAGES

It is said that performance appraisal is an investment for the company which can be justified by following the advantages:

  1. Promotion: whether an employee in an organization is promoted, demoted or even dismissed, is highly dependent on their performance appraisal. Supervisors can adequately determine the promotion qualification for efficient employees while inefficient workers can be dismissed or demoted.
  2. Compensation benefits: performance appraisal helps in mapping out Compensation packages which include; bonus, high salary rates, extra benefits, and allowances which are all dependent on the nature of the employee’s review. The criteria should be merit based rather than seniority.
  3. Employee development: the systematic procedure of performance appraisal helps the supervisors to frame training policies and programmes. It also helps in framing future development programmes.
  4. Selection validation: This is useful when selecting an individual to perform certain task, the appraisal enables the supervisors select the right person for the right role and authenticates the validity of their selection.
  5. Motivation: performance appraisal serves as a motivational tool, that enables an employee perform their job better by capitalizing on their strengths and improving on their weaknesses.

How Often Should Performance Appraisals Be Conducted ?

Performance management is an ongoing process. Throughout the year, managers are encouraged to engage with employees to establish goals, note progress, and provide feedback. Formal reviews or appraisals often take place on a yearly or quarterly basis.

objectives of performance appraisal

 

  1. To maintain records in order to determine compensation packages, wage structure, salaries raise, etc.
  2. It is also used when identifying the strengths and weaknesses of employees to place right men on right job.
  3. To maintain and assess the potentials present in a person for further growth and development.
  4. To provide feedback to employees regarding their performance and related status.
  5. It serves as a basis for influencing working habits of the employees.
  6. To review and retain promotional and other training programmes.

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