JDT2 Task#3 Presenter Notes

The purpose of a performance appraisal is to be used to improve employee performance. It should be used as a guide for recognizing outstanding behavior that is in line with departmental policies and work objectives, but should also be used as a tool for feedback to improve observed employee deficiencies. Performance appraisals should never be a surprise when it is presented to the employee. It is important for subordinates to understand what they are being evaluated on and what it takes to be successful.

Set objectives which an employee should need to achieve for the company. These objectives are should be operational and with business vision.

The performance appraisal is very important to smooth the development of the organization and the employees itself. It helps the workers know and develop their performance, knowledge, skills and ability to ensure they can develop themselves better in the future. By doing the performance appraisal evaluation, the organization can identify their workers strength and weaknesses easily. Basically in organization, every individual have the different attitudes, characteristics, skills, ability and knowledge that makes them different among each other. Maybe some of the workers are excellent in the accounting; so they can work at the financial department and many else. If the workers are lack of knowledge in some field or related department and do not know how to complete the task given, the manager of the organization can know what kind of training needed by the workers and send them to the training centre to helps them develop their skills, knowledge and ability to avoid the workers do the same mistake besides can improve their performance to a better level in the future. (Snell & Bohlander, 2010). For example, the CIMB Group was conducted CIMB-Insead Leadership Programme to develop leadership skill sets and competencies as leaders transition from business management to group management and understand individual leadership strengths and weaknesses and develop improvement action. At last, it is the duties of Human Resource Management in CIMB Group to formulate the best training program for each of the employees to develop their talent, strengthen their skills and better understanding about their job in order to achieve the organization’s

Performance Appraisals - Having the employee set objectives and participate in the process of evaluating how well they were met.

For managers to be effective and help employees develop skills and capabilities, it is essential to begin the performance management process on the employee first day of work. Create a file for each employee and record the accomplishments, areas for improvement and regular feedback throughout the year (Mayhew, 2014). Another performance appraisal process is to provide regular feedback. The use of regular feedback allows the employer and the employee to know the working aspect of the organization. This feedback could result in disciplinary actions and/or rewards. Performance measures often include both process expectations (how the work gets done) and outcome expectations (the results of the process) (International Journal of Management and

In order for the design and administration of a performance appraisal system; to be effective; managers and employees must communicate on a regular basis. Allan and Rosenberg (1981) stated, “Performance appraisal system plays a number of roles in an organization that’s geared towards achieving the company’s goals and mission. Beginning at the corporate level, values, behaviors, and goals should be identified; these must support the company’s strategic mission and promote the success of the business. The basic purpose of performance appraisal system involves two parts, (1) an evaluation system, the evaluation

Performance Management “aims to improve organisational, functional, unit and individual performance by linking the objectives of each” Stone (2013). In order to gain this control, information and a formal review process is required in order to determine individual employee performance. This is when Performance Appraisal is then utilised. Stone (2013) defines performance appraisal as an overall measure of organisational effectiveness. He describes performance appraisal as being “concerned with determining how well employees are doing their job, communicating that information to employees, agreeing on new objectives and establishing a plan for performance improvement”. In an organisational context performance appraisal aims to improve the effectiveness of individual employees which will in turn result in improved business performance and promote the achievement of its objectives. Stone (2013) provides two main objectives of performance appraisal systems as “to provide information for making personnel decisions involving compensation, promotion, discipline or termination” and “to provide feedback to subordinates for improving performance.

Most organizations today have an employee appraisal format that is used to rate the yearly job performance of each of their employees. This employee review process is vital to organizations to help guide and motivate their employees in order to meet the overall goals of the company. This process is used to give feedback to each employee on their performance as it relates to the expectations put forth in their position expectations. Employee evaluations are key components when deciding on promotions, demotions, pay increases, or employee terminations.

Performance evaluations can also aid in helping an organization reach their future goals. They allow managers and employee to sit down and think strategically on how the organization can reach their goals in the upcoming year. Not only does it give an opportunity to achieve the organization 's goals, but it also can encourage employees to set their own standards and goals on themselves for the next work year. Using performance appraisal can ultimately assist organizations on reaching their strategic goals and giving them an internal advantage against competition.

Performance appraisal is considered to be an essential element of human resource management (HRM). Benefits of performance appraisal comprise improvement of communication amid the employees along with the management, encouragement of team work and greater ability of decision-making (Bigelow, 2013).

Feedback is required to enhance the performance through goals. It is quite difficult for employees to determine the amount of performance or the extent where they need to give out to achieve this certain goal. These days, feedback has played an important part in being an essential management tools as they are perceived to serve both motivational and informational functions that are enable to enhance an employee’s work performance (Kopelman 1986). This is due to the fact that through feedback, information and regarding the correctness, accuracy and the suitability of works behavior (Earley et al. 1990, 87). Feedback is ready to provide and disseminate information on work behaviors; it is beneficial as it provides precise and correct information to the readers. The use of feedbacks is not only limited to precise data collections; it is also used to instill a sense of competence, achievement and control among the employees, this is more towards to the motivational context (Bandura 1977). It is obvious that these authors concept on feedback is to enhance the performance. I quite agree with the latter researchers as I personally think that feedback is needed to enhance performance through goals.

Today performance appraisal has increasingly become part of a more strategic approach to integrating human resource activities and business policies and may now be seen as a generic term convincing a Varity of activities through which organization seek to assess employees and develop their competence, enhance performance and distribute rewards.

Performance appraisal is a process of appraising the employee job performance. It also allows a continuing process of learning, studying, analyzing, and recording data about the value of the employee. Performance appraisals are a very useful tool for management and associates alike. Companies use performance appraisals for the purpose of evaluating and developing associates. An appraisal that has been properly executed acts as the basis for hiring new employees, training and developing current employees, restructuring of workflow, and aids in motivating employees as well.

Performance appraisal is defined as a systematic and structured system for measuring and evaluating job related behaviours to discover reasons for performance and identify potential for the improvement of an individual, and eventually the performance of the organisation. (Singh, 2015) In this day and age of globalisation, managers tend to extensively use performance appraisals, as a measure of the productivity and effectiveness of the employees. In the case of a positive performance, the manager rewards the employee and on the contrary, the managers can seek to correct the lack of performance. Such exercises, allows the organisation to form a perception about the measures that need to be taken to bolster productivity in the future. Performance appraisals act as a control process for the managers, through which they can monitor the activities of the employees, to ensure they are accomplishing goals, and to correct any significant deviations (Hunsaker and Alessandra, 2008).

Organizations usually apply performance appraisal to achieve certain objectives, and these objectives may be different from one organization to another also within the same organization from time to time. Performance appraisal being measured against such factors as job knowledge, ability of supervisor, quality and quantity.