Effective Performance Appraisal Program

1792 Words8 Pages
Effective performance appraisal program Danielle Miller

Effective performance appraisals for developing and sustaining a high- performance appraisal system are based upon two key tenets. The first tenet suggests that if appraisal processes operate as a system. The second tenet is that individual manager’s play a pivotal role in achieving effective appraisals and that they need the right tools and support to be effective.
I. performance planning
. A. Employee & Management Engagement. It 's amazing that such dinosaurs
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Leadership training helps supervisors and managers understand the importance of giving equal attention to operations and employees. Effective performance appraisals rely on performance standards to determine how well employees complete their job duties, tasks and responsibilities. Performance standards indicate what level of effort is required for an employee to meet or exceed her job expectations. For instance, a performance standard for an accountant might state: "Conduct two audits every 30 days." Accountants who conduct four audits every month are exceeding the company 's expectations, and accountants who conduct two audits every month receive evaluations that indicate they are meeting expectations. Performance standards are simple measurements used in the performance appraisal process. Discipline and recognition appear to be opposite ends of the performance management spectrum. Nevertheless, both are integral parts of a performance management system. Effective performance appraisals consist of constructive feedback for improvement as well as recognition for strong performance. The ability to address both within the performance appraisal enables a balanced employee assessment. In addition, both constructive feedback and recognition are requirements for determining employee skills and aptitude, training and development needs. Another element of an effective appraisal is what effect performance has on
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