Performance Appraisal Systems

An effective performance appraisal system supports our desire to create a productive, motivated, accountable, reliable, creative, dedicated, and happy workforce.

A performance appraisal is one of the most important factors in any organization and can be one of the greatest tools used to record employee production. Every organization has to have goals and objectives established and the employee has to be involved in this process. By conducting performance appraisal will improve productivity and also the morale of the employees.

Performance Appraisals will help to monitor standards, objectives, expectations, responsibilities, tasks, training needs and career succession planning. Also the employee appraisals are used for the evaluation of annual pay and grading reviews, which also coincides with the next year business planning.

Development of a performance appraisal system that is effective in a human service organization is of benefit for the organization and the employees. For a performance appraisal system to be effective, the system has to be strategic, designed to fit the specific needs of the organization, non-discriminatory, non-bias, with correct implementation and administration. Many different components, must to be incorporated to make this type of system beneficial for all who use it, and all who are evaluated by the system.

An effective performance appraisal system strives for as much precision in defining and measuring performance dimensions as is feasible. Some of the major problems with the Darby appraisal system are:

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.

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

In an organization employees are the important asset and play a significant role in the progress of an organization. Nowadays firms usually focus on the human capital in the form of the employees by giving them training, assisting them in career development and also work on performance management in order to keep the employees motivated and dedicated by giving them feedback through performance appraisals. Through these performance appraisals the employees are informed about their strengths that they can enhance and about their weaknesses that they can improve in the future.

Performance appraisals are an essential element of the general performance management procedure. A performance management structure involves having an appraisal technique or method, substantiated by job types, colloquial and continuous feedback, leadership training, performance expectations, punitive policies, as well as employee productivity and acknowledgement. In addition, both positive and negative feedback are elements that are instrumental in the arena of performance management. However, the paramount cause of performance appraisal efficiency as well as effectiveness is how well each of these elements correlates with one another.

Performance appraisal is the performance of staff duties and responsibilities assigned for reviewing and discussion. In this assessment is based on his / her income about the employees where work in, rather than the result of employee personality characteristics. Assessment of skills and achievements measured with reasonable accuracy and consistency. It provides a way to help identify areas of performance improvement, and help promote professional growth. It should not, however, be considered the only means of communication competence. Communication will help open lines to effective working relationships.

What is performance appraisals, how are they beneficial or damaging to the key characteristics of an effective system; and how does this system effect one’s own experience as to their own performance evaluation. So, what is performance appraisal, “it’s the evaluation of a person’s performance” (Kelly & Williams, 2016, pg. 92). This performance evaluation helps one’s manager in compiling information as to an employee’s conduct as to their performance and work ethics, through the usage of systematic process that was designed to rate their performance using one’s own

Performance appraisal system followed in (AL TANMIA) has motivated employees to perform better. More than half of respondents are aware of the importance of performance appraisal system in improving one’s performance.

Performance appraisals are a valuable performance management tool to evaluate the performance and value employees provide as well as set goals for the next review period. Most companies conduct performance appraisals annually, but they may also be done after a new hire completes the first 90 days of employment or on a monthly basis in situations where performance is an issue.

If nothing else, the existence of an appraisal program indicates to an employee that in the organization is genuinely interested in their individual performance and development. This alone can have a positive influence on the employee motivation, sense of worth, commitment and belonging.

Performance Appraisal is the part of basic activities of Human Resource Department. It helps in motivating and utilizing the human resource efforts in the right direction. The proper performance appraisal system is correlated with the goals of an organization and also defines the individual goals so that an employee may know what he/she is expected to perform. Moreover, rewards are standardized on achieving the set goals. This generates a sense of motivation in an employee and thus takes an organization towards the higher levels of success.