Evaluation Of The Manager And Human Resource Management Department

Generally, any successful organization has numerous factors behind their success. But among them employees are the most vital factor and have a huge impact on the performance of the organization. Any organization can achieve their objectives with ease if the human resources play an instrumental role in achieving the intention of the organizations. So, it is the objective of the organization to measure accurately the performance of the members and optimize them as a vital resource. Therefore, an appraisal is an important factor which has an incredible motivational impact on the people.

The job description for each position is different and so should the evaluation process and questioner. Each department in an organization needs to have guidelines set forth outlining the duites, expectations, training model, and professional code and consistency among employees are critical to the professional appraisal evaluation process. Each employee must be held to the same accountability or the evaluation process becomes tainted by lack of consistency. Management should always focus on the appraisal process as another of their job duties instead of over thinking the task and rating an employee out of fear and retaliation or to prevent an employee from receiving a raise or promotion. In addition, the for the appraisal process to be beneficial to the company the outcome has to be to protect the company from liability or litigation from a disgruntled employee and to boost the companies overall productivity ratings. When an employee believes he or she has a hand in creating the plan to evaluate and change his or her performance the changes are more likely to last rather than being told what changes need to

Main steps of the conducting an appraisal interview are, putting the employee at ease at the time of interview, stating the

Although appraisal is essential for the employees and the business,are many problems related with it; it is very time consuming and costly the business could use this money elsewhere in the business,personal feelings for the employees may get in the way of the process being done properly. If employees aren 't trained properly it will lead

Appraisals are methods used to assess employee performance and productivity, these are also known as performance reviews. These appraisals are a chance to sit down with the employee on a one to one basis, evaluate their work, give feedback and plan for the future. Appraisals will give a clear indication of how well the employee is doing and what needs to be developed further.

Another advantage of a well-managed and systematic appraisal system is it enables to determine which employee needs more training. In other words, a well-designed appraisal system also acts as a primary source of information regarding the strengths and personalities of the employees. Apart from that, a well-designed appraisal system also enable the organization to detect any deficiency of employees. It is obvious that after detecting the deficiency of employees the employer or organization can take corrective steps.

The performance Appraisal interview offers an opportunity to discuss and compare perceptions of an employee’s job performance. Through open communication a supervisory and employee can assess job performance, measure actual result against expected results and plan for the future. The interview should not be used as a vehicle to bombard the employee or the supervisor with criticism, failures, faults, and / or errors.

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,

‘Appraisals regularly record an assessment of an employee’s performance, potential and development needs. The appraisal is an opportunity to take an overall view of work content, loads and volume, to look back on what has been achieved during the reporting period and agree objectives for the next.’

Performance appraisal is the important aspect in the organization to evaluate the employee performance. It is needed for an organization to take decision regarding salary revision, confirmation, promotion, transfer and demotion. It gives feedback information about the

Performance Evaluation and Appraisal helps to improve appraise performance by identifying his/her strengths and weaknesses. It also helps the appraiser to identify employees with a potential for greater responsibility and assists in deciding on a fair compensation system for the employees.

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 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.

The self-appraisal is followed by a joint discussion with superior and then a decision is taken by the department head on his promotion, pay hike etc. The feedback relating to his performance is directly given to the employee. Thus performance appraisal process has gone through the phase of non-transparency to transparency.

Annual appraisals are perceived as fearful, anxious and demotivating processes dreaded by both the appraiser and the appraisees. These negative elements arise from the cultural appropriateness of the appraisal. These negative images also make the link between appraisal and improved performance is none almost non-existent.