Appraisal Case Study

Appraisal

Many remuneration systems now incorporate appraisal into the process of determining pay through performance related pay. Appraisal is where the performance of an individual worker is reviewed against the performance of an individual worker is reviewed against a set of criteria. Business use appraisal to assess the performance of an individual worker over period of time and to feed back that assessment to the individual. Typically, goals are set for future performance and this may be linked to training needs.

Assessment may also be used to discuss career development within the business. Appraisal is not always linked to pay and bonuses. However, for many workers, pay rise or bonuses are conditional upon what takes place within the

If the worker has taken on new responsibilities or the job has changed significantly, the job description should be updated.

• Identify and review the links between the employee’s job description, his or her work plan and the organization’s goals, objectives and strategic plan.

• Develop a work plan that outlines the tasks or deliverables to be completed, expected results and measures or standards that will be used to evaluate performance.

• Identify few areas which will be the key performance objectives for the year. The selection of areas is also determined by the organization's strategic plan, by the employee’s have to improve outcomes in a certain part of their job, or by a necessity to emphasize a specific of the job at this time. These are the objectives that are critical to the overall success of the position. If the worker doesn’t meet his/her critical objectives then overall performance will be evaluated as unacceptable.

• Identify objectives of training that will help the worker grow on his or her skills, knowledge, and competencies related to their work.

• Identify career development objectives that may be a part of longer-term career

The Managers should look at their performance management notes and documentation generated throughout the year in order to more effectively assess the employee’s performance. The only problem that have already discussed with the worker could be a part of the assessment meeting. This can make sure that managers modify with performance problems when they arise and that there are not any surprises throughout the performance assessment meeting.

In the performance assessment meeting, employees and managers will:

• Summarize the work accomplished throughout the previous year relative to the goals that were set at the start of the performance amount. This includes capturing the key results, accomplishments and short falls for every of the objectives

• Document challenges encountered throughout the year and establish areas for coaching and/or development

• Identify and discuss any unforeseen barriers to the action of the