Characteristics of an Ideal Appraisal System

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Characteristics of an Ideal Appraisal System Abstract To start with, a well-developed evaluation process is one that has the support of top administration within the organization and that is viewed as fair and productive by all who participate in them. It is very difficult to create a performance appraisal. It is also difficult if the organization does not have a logical, well-tested, step-by-step progress to follow in developing their new procedures. Therefore, there is no such thing as a perfect appraisal, however; it is very important to implement a good Appraisal form. Creating a new performance appraisal system is difficult work. For this reason there are many steps that we must follow as business man and women to create one for…show more content…
For example, Assess patients, assures customer satisfaction, train operators, develop marketing plans, sell shoes, etc. Then, Goals and major projects represent the other half of those elements that cover the results aspect of a job. Goals are big deals. They go well beyond the key job responsibilities listed in the position description. Goals are visionary and long-term. They transform the nature of the position itself. "Keeping the network up and running," for example, is a well-stated key job responsibility? Many people in an organization also take on special projects or assignments over the course of a year in addition to their specific job description duties. Too often their contributions are not brought up in their annual appraisal. The goals and major projects part of the form is also the place for the assessment and recognition of these contributions. Which we have spoken about in class and we all have agreed that this is something the majority have dealt with. To sum up the form, Achievements & Accomplishments the final addition to the ideal employee performance appraisal form is the one that research suggests is the most important: A brief summation of the individual 's most important achievements and accomplishments. Ever since the original GE studies in the early 1950s, researchers confirm that growth and development result more from building on a person 's unique strengths than from attempts to shore up
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