The Role Of Performance Appraisal : Identification

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.

After reviewing exhibit 7.4.2, list what you regard as the major problems with the Darby appraisal system. Make specific recommendations about changing the system.

The performance appraisals process is flawed in many ways. Lack of preparation, time, training, and professionalism are a few examples of how the system is flawed. The individual completing the application often has many tasks that supersedes taking the appropriate time necessary to accurately keep notations of an employee's performance throughout the year. The lack of time leads to an employee receiving a performance review on the most recent accounts of his or her job performance instead of his or her performance throughout the entire year. Lack of professionalism can also hurt the appraisal process. An employee should be rated by his or her job duties instead of the personal opinion or feelings the manager or supervisor completing the form. All

When you think of a leadership participation method, most people often think of or refer to the Path-Goal Theory method; where the leader does what he or she can do to clear a path and identify areas for employees to act or to perform their assigned duties. Using the annual Performance Appraisal (DeCA 50-3) as one document, it clearly states the objective of what needs to be done, and it helps to remove any and/or all any obstacles in place in an effort to accomplish the goal, and rewarding those who perform well with either a monetary or Time Off award, of course depending on current budget constraints. The levels in intensity a leader may do these things will vary according to the circumstances. Dependent upon the employee or follower in this sense, they may be more motivated or capable, or the work to be done could be easy or difficult. Leadership styles in this method can vary from being dictatorial to the leader being a participant. Experts in the field say that these styles include support, directive, participative, and achievement-orientation. “A leader facilitates the group by appealing to a group member 's self-esteem and making the task enjoyable or at least more palatable”. (House, 1971, revised in 1996). A leader simply may direct the employee to do the task, give simple instructions of how to achieve the goal or at some points, a leader may engage in a participative leadership style, where he or she takes suggestions from the employees within a particular

Performance appraisal is an evaluation and grading exercise undertaken in organizations to achieve several objectives such as employee motivation, identification of training needs, rewards and remuneration, employee development through feedback etc. [Fig. 1]. All methods for performance appraisal have several advantages and disadvantages based on location of the firm, socio-economic environment, vision and mission of the firm, organizational structure and other factors. Organizations in different industrial sectors may have different focus areas of work and different values and thus, expectations from employees vary across sectors.

Trent has several facts that he needs to consider about how he handled Ms. Smith’s appraisal. The purpose of the performance appraisal is to advise the employee concerning the value of their performance. Performance appraisals should reinforce the manager and employee relationship. Trent’s method of presenting Smith’s appraisal was discouraging and upsetting because she stormed out of the office. He only stated her weaknesses and hinted that she did not really fit in his department. He did not set any short-term improvement goals and a follow-up date to ascertain if Ms. Smith had shown any improvement. He did not give her a copy of her appraisal. One of the facts that Trent needs to consider is that he did not follow the performance appraisal guidelines. In fact, everyone should receive a copy of their appraisal. Another fact that Trent should consider is that he did not have enough documentation available to confirm that she had an inadequate work performance and an unpleasant attitude. He is basing her performance from his negative personal feelings about Ms. Smith. Trent felt that Ms. Smith was a “problem” employee. If Trent did not record any oral warnings or written reprimands in her record, this is another fact that he needs to consider. He has to record the exact times and dates that he has spoken to Ms. Smith about her attitudes and performance. Additionally, he has to provide specific and objective facts in her employee file to prove that

At the beginning of this course, I identified performance management and appraising employee performance as two topics of interest to me. The connection between these two topics was evident to me from the start; however I can now see how they connect too many other aspects of my role as a supervisor. At the onset of this course, an increase in negative employee behaviour was my main reason for selecting performance management, more specifically discipline, as an area that could be improved on. However, I failed to see how my weaknesses and the organizations lack of policy were contributing to the employee’s discontent. My first goal was to create and implement a discipline policy and, using the knowledge gained through this course as

Based on your view of the objectives of performance evaluation, evaluate the perspective about performance appraisal presented by the managers.

On the other hand, while dealing with an employee who belongs to a different culture should not be considered as a barrier. Instead, celebrated and knowledge about their cultural etiquette practice could be useful for the organization. Interacting with the employees and treating them fairly by respecting their diversity is the few of the measures that can be taken while working across cultures. Generally,

Succession planning signifies the preparatory aspect of replacing one leader with the other. The organizations require assessing, identifying, and developing talents for ensuring continuity of leadership with the intention of attaining expected business goals. Building a strong leadership and transferring knowledge is considered to be the important aspects of succession planning. Greater competition amid the employees helps in higher retention of employees which eventually results in succession planning for organizations (American Society of Association Executives, 2011).

Performance Evaluation and Appraisal is an essential and integral part of Human Resource Management. This study aims to measure the challenges/issues faced by ABC Pvt Ltd, Bangalore and the resolutions/workarounds to some of these challenges/issues. It also aims to measure the satisfaction level of the employees of ABC Limited, before and after the changes in the Performance

What exactly are the consequences of performance appraisal in organisations and how does it contribute to the organization or individual performances?

It is very important that employees recognize that negative appraisal feedback is provided with a constructive intention, i.e., to help them overcome present difficulties and to improve their future performance. Employees will be less anxious about criticism, and more likely to find it useful, when the believe that the appraiser's intentions are helpful and constructive. (Fedor et al. 1989)

The second beekeeper, however, had very different results. Because each bee in his hive was focused on the hive 's goal of producing more honey. This Bess had concentrated their efforts on gathering more nectar in order to produce more honey than ever before. The bees worked together to determine the highest nectar yielding flowers and to create quicker processes for depositing the nectar they had gathered. They also worked together to help increase the amount of nectar gathered by the poorer performers. Tile Queen Bee of this hive reported that the poor performers either improved their performance or transferred to hive No.1, because the hive had reached its goal. The beekeeper rewarded each bee his portion of the hive incentive. The keeper was also surprised to hear a loud, happy buzz and a jubilant flapping of wings as he rewarded the individual highperforming bees with special recognition. Should you measure performance or mere activities of employees? is the one who does silent work but does not show of himself/herself or the one who puts up a show but hardly performs to be recognized and rewarded? This and other related questions are answered in this chapter.

At IFFCO the main objective of performance appraisal system is to evaluate the performance, promote their employees and to arrange for their various training programs if they require for enhancing their skills in their respective areas and in contribution enhancement.