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; they serve to align staff with the organization’s expectations and priorities.
Introduction Peer evaluation is a term that gives a description of the assessment progress that allows learners to self-evaluate their performance together with that of other learners. Peer evaluation is a valuable assessment that is required in the organization. Any firm that implements peer evaluation has records of high productivity. The company uses information from the outcome of the assessment to improve on the working conditions of the workers. In addition, learners who are beneficiaries of peer evaluation have the task of assessing the thinking capability of their peer members and measure how their contribution could benefit the organization.
It is foremost responsibility of HR department to understand the significance of job design because improved job design will lead to employee’s satisfaction and will result in better performance. The aim of con... ... middle of paper ... ...four dimensions (variety, autonomy, task identity and feedback). Another intent of this theory is to reduce stress, reducing training time and increase in number of employees who can perform up to mark with little or no training. Socio-technical theory identify the interaction between people and technology in work place. Job design should include organizing people and their job contents.
Hence, organisations must practice constructive accountability. In his book, The Accountability Revolution, Mark Samuel says that "accountability means people can count on one another to keep performance commitments and communication agreements." Mark Samuel is of the opinion that improved synergy, a safe climate for experimentation and change, and improved solutions are the outcomes of accountability. This happens because people feel supported and trusted. Consequently, morale and satisfaction of employees increases.
With these tools they can know and analyze their employee’s abilities and achievements during a given period. After performance appraisal their results can be used by managers to take necessary actions that can motivate employees’ to improve their performance. One of the important part of performance management is performance appraisal which is carried by line managers. This is one of the way to give feedback to the employees how the employees are performing. This process provides employee with recognition for their work efforts.
Performance appraisal is a process of analyzing and recording information of an employee’s performance pertaining to his or her present, and to make the employee realize how their performance has been during the rating period. It can be used as a communicating tool performance expectation to employees. I chose this topic to describe the importance of Appraising Performance in employee’s career development, managers, and to the company. Another reason is to explain the benefits of having a performance appraisal system and how this system can have a significant impact in the company. The primary reason for having a performance appraisal program is to evaluate the employees’ performance, improve the company’s morale and motivate the employees.
This also promotes positive behavior amongst employees which ultimately will result in strategic advantages for the organization (Hitt, Miller & Colella, 2006). The second step is to create a culture where employees want to work and are empowered to make decisions. To do this, the culture of an organization should be developed from the top down. Management should outline the expectations of "shared values, beliefs, and norms that influence the way employees think, feel, and behave" (George & Jones, 2005, p535). These expectations inform, guide and motivate employees to participate in activities which are... ... middle of paper ... ...anizations to adjust to surrounding changes and continually enhance their workforces.
Facilitator guide: Leader should guide the team what work we have do, what are our targets and what is the ultimate goal. Workers should be clear with the work they have allotted and should have profound knowledge to complete that ask if they are not eligible to work teach then make them understand well ,teach them in classes with best of your knowledge . Communication: Leader must have good level of connection with worker. To achieve connection there should be two-way communication between workers and leader, positively exchange their ideas about good working of organization and reward them with awards for being a good employee. Building confidence: To get better result from workers leaders should provide them with good working environment and confidence.
Once you have identified all the gaps that the employee is experiencing, your next step would be to introduce specific training or development programs to motivate the employee to improve on their performance. In summary, a successful implementation of a continuous performance management process within an organization will improve employees performance which will then increase the business objective outcomes and revenue. This process allows the management and employees to gain a better understanding of what is expected as well as how their role is specifically is linked to the business revenue outcome. Overall monitoring the success of the performance management process improves employee satisfaction and retention.
MOTIVATING YOUR EMPLOYEES Every human being needs motivation now and then. Incentives and recognition programs can support you in helping your employees become happier and more productive at work. As a leader, one of the main things to think about is how to recognize an employee for a performance that has exceeded expectations, objectives and goals. Therefore, I would like to introduce you in this paper to some ideas that hopefully would promote this method as one of the main priorities in today's and tomorrow's workplace. People want to do more than work as machines; they want to be productive as well as being recognized by others.