Employee Performance Essay

Performance Appraisal Employee appraisal is a method of measuring and evaluating employee job performance. The employee evaluation consists of regular reviews at different intervals every six months or yearly reviews. The performance appraisal includes performance training, determining who will evaluate employee performance, evaluating job performance, and communicating results to employees. By conducting a performance evaluation, it can increase understanding of improving the problems that occur

Introduction Hendry et al (2000) suggest that appraisal is a “misused” process, designed to control employees’ activities. Nevertheless, past and recent scholars have regarded performance appraisals as a strategic and integral part of an organization (Longenecker and Goff 1992; Coutts and Schneider 2004). Performance appraisal is referred as two simple terms that provoke and propel strong responses, sentiments, opinions and judgment in the organizational context of formal appraisal procedure when

Performance appraisal aims at improving employee development, the employees work expectation, assessing workforce development and linking pay with performance (Peter, Matt and Colin, 2011). It prepares employees to be aware of the management expectations after the performance evaluation that helps them to boost their performance (de Waal, 2004). Performance appraisal looks smooth but researches explains that it is generally used in identify individual weaknesses, performance feedback and employee’s

Overview Performance management is the systematic process by which an agency involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals. | Employee performance management includes: * planning work and setting expectations, * continually monitoring performance, * developing the capacity to perform, * periodically rating performance in asummary fashion, and * rewarding good performance. | The

Introduction The human resource is vital for any organization, as it is important to manage organizational employee happiness. Motivation has long been seen as a positive indicator of job performance. What are some great ways to motivate an employee to increase job performance? A performance review can act as motive for an employee to improve his/her productivity. Therefore, when an employee sees his goals clearly defined and is measured against the set goals and objectives, he can be motivated to

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. There are several problems associated with this case. The first problem is having a peer complete an appraisal regarding another employee can cause

The Employee Performance Appraisal: Three Crucial Components The Interviews and History Interviewed were five members of The Gaston County Human Resource Department (HR). HR is responsible for the recruitment of qualified employees. HR is also charged with keeping accurate and complete records for personnel administration, including health insurance, retirement benefits, worker’s compensation, accident pressing reports, and time and pay request. In addition HR is responsible for over seeing, maintaining

development to remain adequate in the industry. It appears that your management is not incorporating and utilizing modern training methods. Lastly, my data shows that your employee retention rate for your high-performing workers is undesirable and damaging the company’s production rate. I come to find that your employee performance management system has failed and the compensation and benefits packages you have to offer are not desirable nor competitive. Now that I have identified the faults within

Employee performance is an important part of any organization that desires to have a competitive advantage. Performance management is the means by which managers ensure that employees’ activities and outputs are congruent with the organization’s goals (Gerhart, Hollenbeck, Noe, & Wright, 2015, p. 347). The main purposes of performance management are strategic, administrative, and developmental. It has a strategic purpose because it allows managers to implement goals and objective as well as identify

Pay for performance is to link employees’ salary or salary increase to his or her performance. It seems to be a reasonable or attractive idea but it often does not work well in organizations. Please use at least 4 motivation theories or models to explain why pay for performance may not work as expected—particularly in government and nonprofit organizations. Pay for performance is a quite rational theory. According to the U.S. Merit System Protection Board (2006), “Pay for Performance refers to