Performance Evaluation : Performance Evaluations

Performance Evaluations are a headache to many managers in the employment community. They can make it difficult to have a great workplace connection. In addition, they make it hard to accomplish goal performances. The performance evaluation system is a dislike process by em-ployees and their supervisors. According to Chan & Yung (2002), “The performance evaluation is quite subjective since it relies on the individual judgements of supervisors who have different per-ceptions of the process performance” (p. 237).

Performance appraisal is a method which is increasingly used to evaluate employees to determine the degree to which they are performing effectively and encourage them to direct their energies towards organizational performance. Although the appraisal is being practiced, there are criticisms made against the system which generally arise from within the Orthodox and radical management frame work.

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.

Performance assessments are ingrained in many businesses and used as a way to determine pay for performance. This evaluation format according to Daniel’s is because there is not a better option available and that they are often well defined ad thus should not be used. Furthermore, all sources agree that conducting a performance assessment has negative emotional associations with staff. During a performance assessment, staff often received good and bad news. When money is directly tied to this association, staff often skimming over the good news and listening only to the bad as it indicates their potential pay raise or not.

Performance evaluations, when implemented properly, act as a tool for improving employee productivity, team performance and individual development. They can serve to raise self-esteem, increase motivation, strengthen relationships and foster ongoing communication and commitment (Simpson, 2001). I feel that these reviews play a critical role in the workplace and should remain a part of standard operating procedures, however many are beginning to disagree.

When I was told to watch a performance to write about, I had no idea where to go with watching something. I was stuck. But then I was thinking about it and thought, wait, what if I watch a performance art piece. It literally has performance in the name. This will work perfectly. I looked up some performance art beforehand, and to be honest, I wasn’t impressed with it and thought it was rather peculiar and a little inappropriate. With dabbling upon what I had looked up, I came across Marina Abramović. She caught my eye because of her way of talking. It is so unique and captivating that I couldn’t choose anyone else to watch and write about. If only there was a way to write this paper with the accent Marina has.

One the keys to maintaining ready teams are through gratitude. We ask you Servicemembers and by default, their families to sacrifice their time often. Despite however frequent we ask and they respond we must never take their sacrifice for granted. With in this in mind, I would like to share a couple of strategies we a leaders can apply toward our performers to ensure their selfless service is valued.

Managers are charged with making judgments about their employee’s performance and capabilities. Employees should have a formal evaluation process and should receive regular informal updates from their managers on the job. Performance Evaluations should include basic information regarding the employee, job objectives, job competencies, employee contributions and developmental goals and needs. A performance evaluation should also include an opportunity for management to focus on positive contributions the employee has made, areas that need development, and space for the employee to respond to the appraisal. Setting performance expectations, gathering outcomes from the year and comparing them will help determine whether they are satisfied or whether new initiatives are taken (Andersen, 2016). The

Performance reviews have often been considered a necessary evil of working in the corporate world. They provide a set of standards by which employees can be measured, for use in deciding who gets promoted, who gets the bonus, and who gets put on the dreaded performance improvement plan. Employee evaluations have been used for centuries, across all business sectors…but are they truly improving performance? In the article, The Push Against Performance Reviews, Vauhini Vara posits that performance reviews have outlived their usefulness.

performance of individual athletes or teams, it can also be used by coaches to assist them in

Performance evaluations are a very important part of a business organization and places promotion and retain ability in the hands of the worker. According to Robbins and Judge,” Evaluations provide input into important decisions such as promotions, transfers, and terminations. Evaluations also identify training and development issues.”(pg.595 2009). There are several different theories and ways to conduct performance evaluations such as behaviorally anchored rating scales (BARS), critical incidents, graphic rating scales, Forced comparison, group order rankings and individual ranking. Each of these systems can be used on their own for ranking employee performance but some organizations use a combination of systems.

First, we need to ask what performance appraisals are. They are “The identification, measurement and management of human performances within an organization.” (GOMEZ-MEJIA, 2010) Performace appraisals are popular and used world wide to measure personal and team performace. Performance management has increased with the gripping economy and having less to do more. Managers have always thought of optimal performance, yet a poorly written performce appraisal has a devistating impact on the employee, the manager, and the company.

Performance reviews are designed to both evaluate general performance and measure progress around specific goals. Both negative and positive aspects are incorporated in these reviews as they should serve as a point of reference to both look back in evaluation and ahead in anticipation. Pulling back from daily demands in order to assess and review employee performance allows managers to focus their attention on specific departments and clarify what is high priority to their company. Performance reviews also act as an opportunity to acknowledge working staff and identify professional development which will further support the staff members’ career growth. Reviews are seen as a powerful tool that can be tied to a company’s overall success;

“Performance appraisals can enhance employee performance as well as advance the mission and goals of an organization. There are many advantages of performance appraisals if they are applied fairly, consistently and objectively. Performance appraisals not applied fairly can be counterproductive and even destructive to

Throughout history, PMS clearly have a considerable contribution to evaluate the success of organisations. According to Neely et al. (2002), performance measurement is "the process of quantifying the efficiency and effectiveness of past actions". Moullin (2003) indicates that "PM is evaluating how well organisations are managed and the value they deliver for customers and other stakeholders". The modern accounting framework can be traced back to the Middle Ages and since that time appraisal of performance has primarily been ground on financial criteria (Bruns, 1998).