performance appraisal

performance appraisal

Present the positive results expected from a well-prepared and well-delivered performance appraisal

What is the traditional perception of Performance Appraisal? Performance appraisal traditionally was pure evaluation of staff performance and did not include planning or emphasis on employee growth and development. It was usually (as now) linked with financial rewards or sanctions. It usually came across as impersonal, intimidating and stressful to employees who felt that their raises and bonuses are tied to the review. It is usually top down approach and kept as ‘secret’ till employee is being assessed.

Today, the reasons and value of appraisal has elevated to employee development and partnership of employee and organization. Most of the appraisal now are tied to the company goals and strategy and ultimately to the company’s bottom line. The main aim of the evaluation is to identify performance gaps when performance does not meet the organizational standards and it is vital for the supervisor to inform employee about those performance gaps and provide help.

According to Wilf H. Ratzburg Performance Appraisal is measuring, evaluating, and influencing an employee’s job-related attributes, behaviors and outcomes. He also went on to say
• From the employee's perspective, performance appraisal informs them about what is required of them in order to do their jobs and how well they have achieved those objectives and helps them take corrective action to improve their performance, and, finally, it may reward them for meeting the required standards.
• From the organization perspective, performance appraisal system is to establish principles of managerial accountability. Employees are given responsibilities and duties and performance appraisals ensure that people are accountable for their organizational responsibilities.

Targeting and Charting

Performance appraisals target a specific area of employee weakness that needs evaluation and remediation...

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