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.
Appraisal is a process which is carried by managers or consultants of any organization to evaluate the employee’s work behavior. Then these results are compared with present standards. These results are very important as managers can provide feedback to employees. These results will help managers to explain the employees where they need improvement and why. Performance appraisals act as career development and it helps in reviewing of employee performance within organizations.
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.
For example, supervisor has the responsible to provide clearly path and direction for the employees and this can helps them to have b... ... middle of paper ... ...ctives (MBO) in the company. Therefore, two ways communication and feedback is important because it helps the employees to have further improvement on their skill and weaknesses. Individual evaluation method such as checklist and weighted check list is one of the methods that used to evaluate the employees individually by the supervisor. It is a simplest form, a set of objectives or descriptive statement that frequently used to evaluate the employees’ behaviour. Weighted checklist is variation of the checklist which used to evaluate the effective and ineffective employees’ behaviour on jobs.
Performance appraisals are important from the supervisor’s viewpoint as it makes them paint a picture of the way things are going in the organization. This helps them analyze whether the things are working out below expectations, as expected or at a pace that can be appreciated. This analysis in turn will help the supervisor formulate a list of those employees who need to be rewarded and those who need to be penalized for the way they have been performing. At the end of the process of performance appraisal, the evaluation should be discussed personally with the employee so that even the employee knows what he has to work on and what things ar... ... middle of paper ... ...s. The skill and sensitivity used to handle these often difficult sessions is critical. If the appraisee accepts the negative feedback and resolves to improve, all is well.
In conducting appraisal, information of the current skills and job behavior will be recorded, evaluated and trained accordingly to their needs. Through performance appraisal, employees’ motivation level can be increased by obtaining feedbacks and companies can know the strength and weaknesses of their staffs. This will improve understanding between organization and employees on performance standards. Companies will be able to identify high flyers and perhaps transfer them to a more suitable post for development. As such, performance appraisal will help in justifying certain actions by the company such as promotion, transfer or dismissal of employees.
Job evaluations analyze the performance of an individual in the workplace. Typically, evaluations distribute more credit to jobs that demand a higher level of effort and responsibility. Job status rewards contribute to employee motivation in the workplace. A major function of leaders is to support the motivation of associates. Constructive feedback should be given when leaders are encouraging motivation.
Most organizations would value both of these uses. Other examples of goals would be: to reference the job description while identifying what is required to perform the job, including goals and responsibilities of the job itself, to assess an employee's performance against these goals, to work to improve performance by recognizing strengths and acknowledging areas in need of development, to identify overall training needs to support valuable employees while working to provide assistance to weaker employees, to reward or discipline as needed, to find issues within the company, use action to remedy these issues, and use feedback to check the success of such initiatives, and to encourage employee involvement and commitment to performance improvement. McLaughlin claims that by failing to identify you beat people, you increase the likelihood of loosing them. Performance assessments ... ... middle of paper ... ...nsight into normal operations. If better performance is desirable, it should be an organizational effort, a cultural campaign to seek valuable, enabled and engaged employees.
2.2 Performance appraisal It is always important for managers and supervisors to get the best performance from their workforce in terms of levels of production and quality of output (Foot and Hook, 2005). In order to achieve this, certain systems or programmes such as performance appraisal need to be put in place. The success or failure of performance appraisal programmes depends on the philosophy underlying it, its connection with business goal, and the attributes and skills of those responsible for its administration. According to Dessler (2005), performance appraisal means evaluating employees ' current and or past performance relative to his or her performance standards. That is employees will be assessed after a given period of time what they have been able to achieve by a target set.
Essentially, the structure helps in ensuring the operations are undertaken efficiently and effective manner. The aspects that firms consider during operations have to directly cover the status of employees. There is need of engaging with the staffs for their views. Through the study, direct observations are made from their conduct in places of work (Auer & Antončič, 2011). It helps in identification of their needs and satisfaction level considering the organization structure.