Developing a Performance Appraisal

Developing a Performance Appraisal

Developing a Performance Appraisal
Tanesha Sharpe
HSM/220
September 19. 2010
Marcella Dowdell

Developing a Performance Appraisal
In today’s business world employees represent one of organizations most valuable assets. This means that organization productivity depend on making sure that every person there in the organization is working up to his or her full potential. This is why solid performance reviewing process is absolutely critical to the success of a company. Without it employees don’t have a clear idea of what’s needed from them, and may not be aiming or working towards the goals that contribute most to the long term success of a business.
In addition the management team doesn’t have the information needed to recognize and reward top performers. Also protect the company legally should it become a time to terminate a person’s employment.
A good performance review process can:
* Give employees an understanding of their individual goals and how they fit into the picture (humanresource2010).
* Provide a connection between business objectives and employees day to day activates.
* Make sure employees know what’s expected of them by setting goals, establishing timelines, tracking progress, and identify obstacles.
* Keep track of employee’s progress against performance goals so it’s easier to identify who is delivering and contributing the most to the success of the business.
* Also helps to contribute to ongoing satisfaction and productivity by recognizing and rewarding employees for exceptional effort.
* Helps to provide a paper trail for defending the company against legal matters.
Purpose of Appraisal:
The most important purpose of performance appraisal is giving employees feedback. This feedback can affect employees in a negative and positive way. So the tone of the manager is important (Peter M Kether 2002).
* Don’t give surprises in daily feedback this might overwhelm an employee and make them more defensive.
*...

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