leadership Essay

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.

A commanding performance evaluation is obtained from several different resources. A proper evaluation is not issued only from management but also with input from peers and subordinates. It is also not uncommon to have customers; both internal and external contribute to the appraisal process. Self-appraisal is also an effective tool for appraisal as it can assist with establishing goals for the future. This type of 360º degree appraisal process can provide a complete assessment of the employee’s strengths and weaknesses. Often times, this type of appraisal process can assist to identify area of concern that traditionally would not have been recorded. All evaluations should be recognized for their source. A self evaluation may be slightly biased and not overly critical where an appraisal from a peer could be affected by the employee’s willingness to properly cooperate with the process. The self evaluation has a tendency not to be objective in relation to the requirements of the position. An affective self evaluation must be based on the requirements of the position and not based on the judgment of the individual performing the activity.

Organizations use job analysis to perform appraisals used indirectly or directly to assist in determining any or any future reward outcomes. Results from job analysis help employers identify the employees who are performing better in their jobs and who should be getting paid more or rewarded with bonuses or promotions. The appraisal systems are more formal and structured between the employee and his or her immediate supervisor. Job analysis or job appraisals are done depending on the company or organization, either biannually or annually. The strength, weaknesses, skill developments, and opportunities for improvement are discusses with the employee. Those employees that are poor performers are counseled for better improvement and performance. Only in extreme cases are decrease in pay, demotion, or even dismissal is resorted to. The modern job analysis is to encompass the goal setting for the employer and employee.

The performance appraisal program used to evaluate my job will provide developmental feedback as well as for pay increases and bonuses. My supervisor will conduct annual performance review to determine my strength and weaknesses. I will be required to rate my performance and give feedback as to what areas I feel I need to improve upon and what I can do to make those improvements. I will also have the opportunity to express and concerns I have with position and my desire to branch out or expand my position. After I have rated my performance, the evaluation will go to my supervisor for his evaluation and review. Once he has completed his evaluation, we will meet and discuss what we have learned and what my supervisor has rated my performance. Once that is done we can discuss pay raises and bonuses.

Performance appraisal is the systematic, periodic and an impartial rating of an employee’s excellence in matters pertaining to his present job and his potential for a better job”

Annual performance reviews are conducted by the owner to identify areas to improve upon and to gain feedback from the employee about the best way to tackle their own obstacles. It is not uncommon for manager and employee ideas to be implemented here. Employees motivate each other by celebrating successes, maintaining a friendly but competitive attitude, and by complimenting each other’s work when appropriate.

Annual performance reviews are not an effective form of performance management system to measure the employee’s performance because they can be biased, waste of managerial time, too sporadic to make a lasting impact, and can affect the employee’s behavior. All companies strive to be successful at meeting their company goals in a time efficient manner. As time goes on, companies are realizing the key to a successful business is happy employees. Companies must experiment with new methods to find the right process of evaluating employee performance and ensuring that success continues. Many companies use performance appraisals to relay information to the employees about their performance level within the company. Annual performance appraisals are so prevalent that 72% of companies use them to measure employee performance (Fawcett). Though the success of the review to motivate and improve employee performance, greatly depends on how well the manager executes the appraisal. Performance appraisals are important to companies but, the question of at what cost to the employee should it continue still continues to linger.

An assessment of an employee, process, equipment or other factor to gauge progress toward predetermined goals. Conducting performance appraisals is critical to the success

In some organizations performance appraisal (PA) and performance management systems are treated as unnecesary or routine job. But the evaluation of of employees' job performance is vital human resources function and of critical importance to the organization. In work organizations performance measurement typically takes place in the form of formal performance appraisals, which measure worker performance in comparison to certain predetermined standards. Performance appraisals serve many purposes for the individual worker, for the worker's supervisor and for whole organization. (Cleveland, Murphy, and Williams, 1989).

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.

When doing anything meaningful, humans have a natural desire to know how they are performing. In particular, if they are doing a job, they need to know if they are doing horrible, great, or somewhere in between. One of the best potential ways of providing this feedback is through the use of performance appraisals. By definition, “performance appraisal is the process through which employee performance is assessed, feedback is provided to the employee, and corrective action plans are designed.” (Youssef, 2012) If properly designed and administered, a performance appraisal can provide a great benefit to the

The provided evaluation form contains the title of the form, the company’s name, the employee’s name, the employee’s position, the employee’s department, and the date that the appraisal was written. It also includes six different areas of competency on which both the supervisor and employee may assign numerical ratings based on a given four-point scale and contribute comments. In addition, there is an area, labeled the “overall success rating”, where both the supervisor and the employee may assign a numerical rating based on a given four-point scale and contribute comments. There are four questions on the performance evaluation form that ask if the employee had a work plan, if the employee demonstrated progress on the work plan, if the employee had a developmental plan, and if the employee demonstrated progress on the developmental plan. Finally, there is an area where the supervisor and employee may provide additional comments, signature, and date.

Performance appraisals are a good way to increase employee motivation and productivity. On the other hand depending on the type of performance appraisal the employee receives may cause resentment and displeasure within the company. This paper will discuss a new appraisal process that can help employees understand and accept the appraisal process more.

The goals of an organization are communicated to the employee’s using the appraisal as it consists the changes to be made y the employees (Schraeder, Becton, & Portis, 2007). The performance appraisal motivates the employee’s as the organization offers bonuses, promotion and offs to employee’s who show improvement and commitment in their duties. Through this benefits employees tend to work extra hard so as to take advantage of the same.

The criteria for appraisal are separate for officers and workers. (Employees of grade H1 and above belong to the officer cadre and those in H2 and below are in worker cadre). For officer grade the appraisal consists of four parts. The first part consists of self-appraisal in which the employee will judge himself on various parameters already defined in the