Effective Performance Appraisal Program

Effective Performance Appraisal Program
Effective performance appraisal program Danielle Miller
Outline
Effective performance appraisals for developing and sustaining a high– performance appraisal
system are based upon two key tenets. The first tenet suggests that if appraisal processes operate as a
system. The second tenet is that individual manager's play a pivotal role in achieving effective
appraisals and that they need the right tools and support to be effective.
I. performance planning
. A. Employee & Management Engagement. It 's amazing that such dinosaurs ... Show more
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Leadership training helps supervisors and managers understand the importance of giving equal
attention to operations and employees. Effective performance appraisals rely on performance
standards to determine how well employees complete their job duties, tasks and responsibilities.
Performance standards indicate what level of effort is required for an employee to meet or exceed
her job expectations. For instance, a performance standard for an accountant might state: "Conduct
two audits every 30 days." Accountants who conduct four audits every month are exceeding the
company 's expectations, and accountants who conduct two audits every month receive evaluations
that indicate they are meeting expectations. Performance standards are simple measurements used in
the performance appraisal process. Discipline and recognition appear to be opposite ends of the
performance management spectrum. Nevertheless, both are integral parts of a performance
management system. Effective performance appraisals consist of constructive feedback for
improvement as well as recognition for strong performance. The ability to address both within the
performance appraisal enables a balanced employee assessment. In addition, both constructive
feedback and recognition are requirements for determining employee skills and aptitude, training
and development needs. Another element of an effective appraisal is what effect performance has on
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Flawed Performance Appraisals
The performance appraisals process is flawed in many ways. Lack of preparation, time, training, and
professionalism are a few examples of how the system is flawed. The individual completing the
application often has many tasks that supersedes taking the appropriate time necessary to accurately
keep notations of an employee's performance throughout the year. The lack of time leads to an
employee receiving a performance review on the most recent accounts of his or her job performance
instead of his or her performance throughout the entire year. Lack of professionalism can also hurt
the appraisal process. An employee should be rated by his or her job duties instead of the personal
opinion or feelings the manager or supervisor completing the form. All ... Show more content on
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The job description for each position is different and so should the evaluation process and
questioner. Each department in an organization needs to have guidelines set forth outlining the
duites, expectations, training model, and professional code and consistency among employees are
critical to the professional appraisal evaluation process. Each employee must be held to the same
accountability or the evaluation process becomes tainted by lack of consistency. Management
should always focus on the appraisal process as another of their job duties instead of over thinking
the task and rating an employee out of fear and retaliation or to prevent an employee from receiving
a raise or promotion. In addition, the for the appraisal process to be beneficial to the company the
outcome has to be to protect the company from liability or litigation from a disgruntled employee
and to boost the companies overall productivity ratings. When an employee believes he or she has a
hand in creating the plan to evaluate and change his or her performance the changes are more likely
to last rather than being told what changes need to

Performance Appraisal
In some organizations performance appraisal (PA) and performance management systems are treated
as unnecesary or routine job. But the evaluation of of employees' job performance is vital human
resources function and of critical importance to the organization. In work organizations performance
measurement typically takes place in the form of formal performance appraisals, which measure
worker performance in comparison to certain predetermined standards. Performance appraisals
serve many purposes for the individual worker, for the worker's supervisor and for whole
organization. (Cleveland, Murphy, and Williams, 1989). For the Worker: • means of reinforcement
• career advancement • information about work goal attainment • source of ... Show more content
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In the literature, two typical PA uses were examined—evaluative and developmental. The evaluative
function includes the use of PA for salary administration, promotion decisions, retention–termination
decisions, recognition of individual performance, layoffs, and the identification of poor
performance. This is similar to Ostroff's (1993) conceptualization of the administrative PA purpose.
Cleveland, Murphy, and Williams (1989) contend that evaluative functions all involve between–
person decisions. Developmental functions include the identification of individual training needs,
providing performance feedback, determining transfers and assignments, and the identification of
individual strengths and weaknesses. These are all proposed to encompass within–person decisions.
Evaluative PA use is going beyond salary discussion and instead defined to include determination of
poor performers, layoff and termination decisions, and promotion decisions. This is consistent with
Cleveland, Murphy, and

Advantages Of Performance Appraisal
MIANZ INTERNATIONAL COLLEGE Diploma in Human Resource Management
Subject: Principles of Management
ASSIGNMENT
TYPE : Individual assignment
TITLE: Performance Appraisal of the Syllabus
NAME : IBRAHIM RASHEED | POOLRASAMUGE
DATE ASSIGNED : 16th October 2016
DUE DATE : Before 23:59 of Thursday, 17th November 2016
LECTURER : Hassan Mujthaba
WEIGHTING : 50% Contents
Introduction 3
Advantages of having a well–designed Performance Appraisal: 3
Common Problems related with Performance Appraisal 4
Not evaluating Actual Performance 4
One Way Communication 5
Characterstics of a Sound Performance Appraisal. 5
Key Characterstics of a Sound Performance Appraisal. 5
1.Clear, Specific timely and open 5
2. Reliable and Valid: 5
3. Standardisation: 5 ... Show more content on Helpwriting.net ...
A sound Appraisal System should be fair and beneficial to both the individual employee and the
organization. It should be linked with other subsystems of personnel management.
2. Reliable and Valid:
Another Key Characterstics of Appraisal system is it should provide consistent, reliable and valid
information and date. Appraisals should measure what they are supposed to measure. For example,
if the objective of appraisal is to show the capability of the employee for promotion, it should assess
all the areas which are essential to give a promotion.
3. Standardisation:
The appraisal form, procedures and rules should be standardised. There should be well–defined
performance criteria and standards. Employees should be made fully aware of these standards as
appraisal decisions affect all employees of the group.
4. Training:

Evaluators should be given training in procedures and principles of appraisal. They should be
provided with knowledge and skills in designing appraisals, conducting post appraisal interviews
and correcting rating

Performance Appraisal : Performance Appraisals
Most managers that I know, get a tight feeling in their stomach every time they are reminded that
they need to begin working on their performance reviews. Depending on how large your team is,
completing performance reviews can be a daunting task. Hopefully you have been good at recording
your employees' individual successes and failures over the course of the year. Performance
appraisals serve many purposes within an organization. Answering the questions below will help us
understand why they are a standard at most companies. Explain the utility and use of performance
appraisals. Why are performance appraisals important? What function do they serve? The
performance appraisal serves quite a few functions within an organization. They can be used to
demonstrate to an employee how well they are performing against expectations, additionally they
may also be used to demonstrate where an employee may need improvement. Samantha Gluck from
Chron.com states that (Gluck, 2015) "Implemented properly, regular performance reviews can raise
individual self–esteem and deepen the relationship between supervisor and subordinate. People
often perform better when they have an idea how their supervisor views their work, knowledge and
skill." Subordinates will always work harder for you if they feel that they have a relationship with
you. They will also be more likely to succeed if they have high self–esteem and a raised level of
confidence. Another component of the performance review

The Consequences Of Performance Appraisal
What exactly are the consequences of performance appraisal in organisations and how does it
contribute to organisational or individual performance? 2000 words
In recent years performance management have become a key feature for organisations to get the best
out of their staff and create a competitive advantage. This is why we have seen more of a focus on
performance appraisals and the way in which talent is managed by employers and HR staff. Bratton
and Gold (2007) defines Appraisals as a process that provides employers with an analysis of an
individual's potential and ability allowing them to make decisions fit for specific purposes. This is
done by collecting data on individual's behaviour and performance which can then be assessed and
reviewed.
Performance management has been used for over 100 years and can be tracked back to the post
industrial revolution because businesses had expanded meaning there was a demand for a larger
workforce (Beardwell and Thompson 2014). Due to this businesses need to have measure in place to
control and direct workers to get the best possible performance. With this we have seen many
mechanisms brought in by management based on theories.
In the early 1900's Frederick Winslow Taylor theory was seen as the best way to manage staff. This
was done by calculating the efficiency of each worker and the least efficient would be removed to
ensure consistency. This was followed by Max Webber (1922) suggestion that bureaucracy would be
ideal as it

Essay on Performance Appraisals
Performance Appraisals have been around for several years. Every year employees and managers
both dread this time of year. The employees dread it because they are not looking forward to the
feedback they will hear from their boss. The boss is dreading it because they are wasting time filling
out the "standard" form, and basically checking the box that the appraisal has been completed. In
our textbook it states, "Giving performance feedback is the No. 1 dreaded task of managers
(Kreitner 283). Performance appraisals should not be a dreaded part of the job for the employer or
employee. Employers this it is hard to remember all of the different aspects throughout the year, as
well as finding time to present it to the employee. There are ... Show more content on
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Their bosses thought that by giving them a bonus or pay increase would suffice, and they would
continue doing a good job. "Sometimes this basic system succeeded in getting the results that were
intended; but more often than not, it failed" (Archer North). As researchers dug more into the
details, they found that employers really needed to look more into what motivates employees and
not to assume that money is the only motivator. From their studies, they were able to see that
companies should look more at the morale and self–esteem of their workforce. Once this
information was revealed, the use of rewards as the main motivator was pushed to the side. "The
general model of performance appraisal, as it is known today, began from that time" (Archer North).
In today's business world, performance appraisals are still widely used, yet at the same time very
criticized. One of the reasons appraisals are criticized is some feel that they are a waste of time and
are not value added. Samuel Culbert, author of the book,"Get Rid of Performance Reviews" states,
"This corporate sham is one of the most insidious, most damaging, and yet most ubiquitous of
corporate activities" (Culbert). He goes on to say that, "Everybody does it, and almost everyone
who's evaluated hates it" (Culbert). He feels that appraisals are worthless and should never be a
method used for giving employees feedback. After doing more

Essay on Performance Appraisals
The most important purpose or goal of the appraisal is to improve performance and hence
productivity in the future. Performance appraisals allow employees to see where they are at and
managers can get valuable information from employees to help them make employee's jobs more
productive. Performance appraisals sound great in theory but the odd thing is that they often don't
get done, and many managers, supervisors and employees hate them. Legal implications, concerns
about fairness and accuracy, costs and time are some of the issues which perhaps incline some
managers to avoid performance appraisals but the reality is companies which have adopted this
system find the benefits to be more than rewarding.
As a result of appraisals, managers' ... Show more content on Helpwriting.net ...
What evidence do you have that you accomplished your goals?
As you look back over the past year, what are the areas in which you could have improved? What
changes would you like to make?
What tools/processes or resources help you do your job best? What would enhance your job
productivity?
Did you complete the activities as agreed? What did you learn and apply from them?
What is the one thing you most appreciate from your supervisor? What is one thing you wish you
had more or less of?
http://www.centeronline.org/files/Content3/AssocModelSamples/geia_evaluation.pdf Review job
description (1.2) and select measurable tasks:
1. Keeps team focused and motivated. Teamwork
2. Facilitates communication between employees and him/herself. Communication
3. Ensures the needs of customers are conveyed efficiently to the team members.
(Meetings held) Communication
4. Designs and implements successful sales campaigns that achieve sales and quality targets.
Innovative

Performance Appraisal in the Contemporary World
In the International Journal of Advance Research in Computer Science and Management Studies, an
article entitled Performance Appraisal in the Contemporary World gives a great overview of how
important performance appraisals are. The way that its employees perceive an organization in
important. There are five components of interaction within an organization. These consist of
structure, system, culture, leader behavior and employee's psychological needs When employees are
satisfied, their perception of the organization is positive. Employers demand commitment and
dedication from their employees and the employee expect more from the employer . Performance
appraisals are a great way to determine how effective an employee is. These are ... Show more
Organizations need to decide how performance appraisals will be done and determine the most
effective way of conducting these including the processes necessary. Some studies show that
performance appraisals are often interpreted in a negative way too. If an employee interprets it as
negative, it can have a negative effect on how they conduct their job going forward. This is why it is
crucial for an organization to choose the appropriate format. Rating scales were developed by Smith
and Kendall. One was called the Behaviorally Anchored Rating Scales (BARS), and the other one
was entitled the Extension Agent Behaviors and Results Anchored Rating System (EABRARS) .
Both of the rating scales consist of behavioral measures and not personality based measures. In the
EABRARS format, there were nine different dimensions consisting of five behavior categories and
four results categories . A study conducted in 1984 by 16 Extension administrators on 141 New
England Extensions agents confirmed that this rating scale was highly reliable and consistent. An
article published in the International Journal of Advanced Multidisciplinary Research (IJAMR)
entitled "Performance Appraisal System of Employees of Private Banking Sector in Bangladesh: A
Case Study on National Bank Limited" provides an overview regarding a study that was conducted.
Performance appraisals recognize how an employee is as a worker. Organizations can use
performance appraisals to

The Problem Of Performance Appraisals
Solution Trying to fix all the issues regarding performance appraisals is a difficult task. All of the
proposed systems profess to be able to fix some of the problems, but none seems to cover them all.
Therefore, the best solution is not the one that fixes all of the issues, but rather the one that
addresses as many as possible, while also enhancing the workplace and performance. By these
standards the most efficacious solution would be constant feedback and coaching, which improves
morale and employee retention, while at the same time reducing recency bias.
Support
The support for this system is overwhelming. Numerous sources point to constant feedback as the
best possible solution to the problem of performance appraisals, and for many reasons outside of the
issues discussed in this paper. John Shultz (2015) is a vocal proponent of this system and says that,
"Feedback often has negative connotations because it is typically used when something goes
wrong... On the contrary, feedback is supposed to be about coaching, providing guidance, and
bringing both individuals and the team to a level of self–sustaining performance" (p. 17). His point
is that by only looking at performance once or twice a year, management tends to only focus on
problems during the rest of the year. This action begins to press a negative connotation onto the idea
of feedback and breeds dread into employees that hear the word. Moreover, supervisors tend to
overlook positive achievements

Evaluation Of The Performance Appraisal
When Transfer Backfires Trent has several facts that he needs to consider about how he handled Ms.
Smith's appraisal. The purpose of the performance appraisal is to advise the employee concerning
the value of their performance. Performance appraisals should reinforce the manager and employee
relationship. Trent's method of presenting Smith's appraisal was discouraging and upsetting because
she stormed out of the office. He only stated her weaknesses and hinted that she did not really fit in
his department. He did not set any short–term improvement goals and a follow–up date to ascertain
if Ms. Smith had shown any improvement. He did not give her a copy of her appraisal. One of the
facts that Trent needs to consider is that he did not follow the performance appraisal guidelines. In
fact, everyone should receive a copy of their appraisal. Another fact that Trent should consider is
that he did not have enough documentation available to confirm that she had an inadequate work
performance and an unpleasant attitude. He is basing her performance from his negative personal
feelings about Ms. Smith. Trent felt that Ms. Smith was a "problem" employee. If Trent did not
record any oral warnings or written reprimands in her record, this is another fact that he needs to
consider. He has to record the exact times and dates that he has spoken to Ms. Smith about her
attitudes and performance. Additionally, he has to provide specific and objective facts in her
employee file to prove that

Performance Appraisal Standards For Employees
Performance appraisal standards with every company must be objective, realistic, measurable and
clearly stated. In some cases an employee's success can be affected because of poor management
skills, communication skills and poor work environment. These represent barriers to an employee'
success. Performance appraisal is a process where employee's performances can be assessed. This is
where the employee will be under review so that they make better judgments with the evaluation of
the employee. "The performance appraisal system has to be based on clearly specified and
measurable standards and indicators." (www.fao.org) If the management is not up to par then the
employees are just going to follow suite. Employees follow in the steps ... Show more content on
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This hospital also wanted patients to receive 24 hour care. During 24 hour care patients would
receive the treatment that they needed to get them well and comfortable. Performance appraisal
standards are the performance requirements and expectations that have been approved by the
management team that will be used to appraise the level of performance of the employees. Each
level of performance must be established by the department and must also be included in the
performance expectation plan for the employee. A detailed guide showing the projected appraisal
grade the employee will receive based on their level of performance, from the lowest appraisal
grade, all the way to the top grade of performing beyond the expected performance level. For the
performance standards to be both impartial and beneficial, the performance standards must be
objective, realistic, measurable, and clearly stated on the performance expectations. The
performance standards must also be discussed with the employee before the appraisal time period
and also during the final appraisal at the end of the performance evaluation period. For the
performance standards to be useful, the general measures must be determined to evaluate the
employee's performance. The general measures to be used are: quality, quantity, timeliness, and
cost–effectiveness. The quality of the work is based on how accurate and effective the desired work
was performed. The quantity of the work

Essay on Performance Appraisal
'The problems associated with performance appraisal systems can be overcome by improvements to
their design and implementation'. Discuss with reference to the orthodox and radical critiques of
performance appraisal.
Introduction Performance appraisal is an opportunity for an employee or those employees who are
concerned with their performance, to get engaged in a dialogue with their reporting supervisors
about their performance and development and the support required from their reporting supervisors
to improve their performance. Performance appraisal is an important part of the performance
management strategy. Performance appraisal is only one of the aspects of the performance
management process. Since, performance appraisal is ... Show more content on Helpwriting.net ...
It follows the model of prison where prisoners can always be observed by prisoner guards but they
cannot be seen by the prisoners. As managerial intentions are translated into managerial actions and
it ignores the issue of human agency. (Human Resource management journal: volume 6 no 3).and
can be used to strengthen authority relationship.
The employment studies institute (IRS: 2001) suggests that appraisal is a victim of its own
expectations; it expects an employee to deliver in too many areas. Organisations may focus on
development, identifying future potential, reward, identifying poor performers, or motivation. In the
IRS survey (IRS 2005b) 92 percent of companies used appraisal to determine training and
development needs of their employees while 65 percent of them used it to determine pay with 43
percent of them using the system formally or informally to determine bonuses within their
organisation. However, as these approaches clash the results are typically unsatisfactory and such
kind of surveys cannot be relied upon to determine employee needs as per the performance
appraisal. Egan (1995) argues that the problem with appraisal not only relates to poor design or
implementation, but it is deep rooted in the basic reaction of organisational members to such a
concept. (Human resource Management: Torrington,Hall & Taylor)In organisations where there
are too many expectations or too much to deliver the

Performance Management And Performance Appraisal
1. Introduction
1.1. Performance management and performance appraisal
The definition of the term 'performance management' varies in different literatures. As
Hutchinson(2013) summed up, combined with Den Harton's theory(2004), it is a continuous process
which links individual and team objectives with organizational goals by measure and improve
employee's skill and performance. According to Armstrong (2012), human resource management
aims at making sure the organization has the most talented, skilled and engaged people in order to
attain its goals. In this context, performance management is one staple practice helping managers
identifying and retaining most competent employees as well as correcting poor performance.
In a typical and effective process of performance management, as demonstrated in Figure 2.1,
performance appraisal is not the only but a vital element because it is the activity which evaluate the
outcome of the work, recognize the achievement and weaknesses and give employees and managers
a straightforward result on these(Armstrong, 2009, Hutchinson, 2013). From a modern perspective,
performance appraisal covers more areas not only on what have been achieved but also on the
attitude and contribution of the operator (Hutchinson, 2013), which enhance the functions of
identifying training needs.
Figure 2.1 process of performance management
1.2. The Renren Inc.
Renren Inc. has been one of the biggest social media platforms in China owning three main

Performance Appraisals Essay
Performance Appraisals are integrative assessment tools which are advantageous to organizational
effectiveness. The administrators of the performance appraisals usually are managers or human
resource professionals. Making sure the appraisal tool is valid, reliable, standardized, and
appropriate for the position is only part of the process. Unfortunately it's not uncommon for
employees to be in the dark regarding their performance, or areas of weakness, if a lack of
communication exists. The ability to be proactive with one's employees is where I feel the success
lies. "Research shows that managers with poor communication or interpersonal skills are often the
downfall of a company's otherwise sound performance management program ... Show more content
The real life example, which I felt was most comprehensive to use for this paper was my sister,
Andrea. She works for one of the largest worldwide liquor companies. Her current position is Field
Marketing Manager for Florida; previously she was Market Manager for a region of Florida. Andrea
has worked her way up the ladder and has been with them for 6 years. This is a male dominated
industry and gender discrimination is unfortunately par for the course – both within the company
and with accounts. She has worked very hard to get to where she is now. There is heavy competition
from males bonding with her director. He doesn't attempt to bond with her as she is the minority ... a
female.
Every year she is given a performance appraisal which includes a self–assessment. They use the
Global Performance System (GPS) worldwide for all their employees. I had the opportunity to see
both a previous and more current Performance Appraisal. The previous used a 10–point
Behaviorally Anchored Rating Scale (BARS) and her overall was 6.2, which according to her, is on
par with colleagues. The more current appraisal tool utilized a Likert Scale of 1–5 with 3 being
average. If you feel you are doing your job well, you usually rate yourself at a 3 or 3.2. To date she
has never received a rating from her director being higher than 3.3. There was one rated at 4, which
was for (HTP) meaning High Performing Team. Evidently within this company, average is the norm
scoring. She

Employee Performance Appraisals
Performance Appraisals: Due to the growing focus on the personnel's development, there is an
increasing concern regarding the use of effective assessment methods. Performance appraisals are
being used by a large number of organizations for assessing their employee's performance and its
effects on the organization as a whole. Similarly, universities make use of the assessment methods to
assess the learning of their students. Despite the Popularity of performance appraisals there is an
ongoing debate regarding the effectiveness of the assessment methods and use of performance
appraisals (Schraeder, Becton & Protis, 2007). This believe can be further strengthen up by the
research done by Clinton O & Stephen J, which shows that less that 20 ... Show more content on
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The most common them are 360–degree appraisal, the traditional (supervisor to subordinate)
performance appraisal and the competency based appraisal system. Traditional performance
appraisal: Traditional approach to performance appraisal or manager to subordinate performance
measurement systems are becoming obsolete and out of place from the organizational culture, it is
much of a parent–child or authoritarian approach in which the power of decision is solely held by
the higher authority (Meyer H, 1991). Traditional approach mainly focuses on measuring the
individual's performance, and the efforts are centred for improving the individual differences rather
then the collective or organizational problems as a whole, it highlights the employee faults and
errors rather then that of the system and this also discourages employee to seek help from their co–
workers and to accept the challenges which can reveal the areas of their weak performance
(Schaubroeck & Lam, 1999). In this particular approach individual performances are linked with
subsequent rewards so it is important for the supervisors to quantitatively measure the individual
performances, and due to this reason the less quantitative performance outcomes like quality
improvements are often neglected (Schaubroeck & Lam, 1999). Due to the linkage of the rewards
with the performance

Developing a Performance Appraisal System
Developing a Performance Appraisal System Mary Colon Torres University of Phoenix HSM220
Harold Dobbins Developing a Performance Appraisal System An appraisal system may provide a
Human Service organization in numerous of techniques. The main reason for effective appraisal can
serve for development and administrative for an organization of Human service. From the viewpoint
of the administrative the main reason of the appraisal presentation system can take in numerous of
decision making in regards to changes in job responsibility, reward, or promotion choices. The
development reasons consist of helping and achieving employee's best routine, appraise staffs
weaknesses or strengths and figure out if other alternative for ... Show more content on
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According to Rebecca Saunders Effective Performance Appraisal when adjective are clear and set
by both employees and manager together, and when they join monitor growth toward them, accurate
and fair appraisals can also be guaranteed. The work of the employees gets well recognized for well
job and gets recognition for poor performers learn all about different issues become out of control
within the organization. However, it really do not matter what type of appraisal method or system
you use, having a understanding of the support and successful appraisals this will help have its focus
on all the positive, increasing the performances of all the employees within the organization as a
whole. Determining the criteria for each element that should be present in an appraisal system such
as the following: Set objectives: determine what you would like to gain from your employees and
together agree on them. This will happen if suitable, set timelines to show achievement from them.
Carry out the appraisal: assess and monitor all of the employee's performances, talk about those
evaluation with both leaders and employees agreeing on the futures objectives. Manage
performance: this will provide the employees with all the proper tools they need, supply and training
that the employees may need in order to perform effectively. This will be appropriate if needed,
setting a timeline is very useful when keeping track of the achievement of the employees. Provide

Performance Appraisals
The Performance Of Performance Appraisal Sanjeev Kumar Saxena – Jodhpur Today, most of
organisations attempt to develop the outlook and performance of its employees by using multiple
and complex training and educational programmes. In comparison to this, several academician 's,
researches and professionals hold that the personality of employees is generally developed when
they learn several dimensions of job while working. Similarly, it is also believed that proper
development of the personality of an employee by exercising ‘on the job ' will be more useful when
the organisation simultaneously gets related feed back through a systematic method of performance
appraisal. Performance appraisal is a process of obtaining, analysing and ... Show more content on
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Today, the traditional confidential report method is widely used by immediate supervisors as a major
determinant of subordinate 's promotion and transfer. This report deals with the year work and
general opinion of the later toward the employee. It has also been observed that 33 per cent and 14
per cent of five star and heritage hotel respectively also used appraisal by result modern method of
performance appraisal because frequently feedback and supervisor subordinate interaction are the
key factors of this method. The superiors play supportive counselling and coaching roles. The
employee is judged on the basis of the achievement of targets and not in term of operational
methodology. Whereas 100 per cent of the one and unapproved hotels do not use any of the method
of performance appraisal as they have informal system of performance appraisal. Performance
appraisal though very widely used an probably sound in theory but it presents a numbers of
problems in actual practice. The obstacles which are noted quite common and more frequent during
the research are: Unskilled supervision An ineffective form of performance appraisal, inadequate
procedures, infrequent evaluation, fear of offending employees and unfairness, failure to follow up.
Therefore, an

raisal System
HSM/220
January 9, 2011
Dr. Karen Beard
Development of a performance appraisal system that is effective in a human service organization is
of benefit for the organization and the employees. For a performance appraisal system to be
effective, the system has to be strategic, designed to fit the specific needs of the organization, non–
discriminatory, non–bias, with correct implementation and administration. Many different
components, must to be incorporated to make this type of system beneficial for all who use it, and
all who are evaluated by the system.
The purpose of a performance appraisal system is to receive accurate assessments ... Show more
[ (Allen & Rosenburg, 1981) ].
For each element needed for an effective performance appraisal system, have criteria to ensure its
proper function. The element of overall policy, the criteria that should be present is clear measurable
performance criteria, clearly stated and defined performance goals and objectives, information for
the application and operation of the system, procedures to address employee performances, and
information that identifies those covered by this system. The overall policy must meet regulatory
requirements of the state, county, city, or federal laws. According to [5 CFR 430.209(a)]), Agency
must also obtain approval prior to implementing changes that modify any element of the system
subject to regulatory requirements.
Criteria for performance appraisals is an appraisal free of bias, documented results on file, strategies
implemented by development of performance measures, feedback, and information for an employee
to maximize their performance. Rating factors, effectiveness, and results used to either terminate
employees or identify those with potential for advancement.
Criteria for communication are an open door policy between subordinates and supervisors, in a
confidential area. Feedback is a form of communication from supervisors to employees, and the
ability to be able to openly discuss performance and address any issues.
Criteria for face–to–face,

Performance Appraisals : Performance Appraisal
Performance Appraisals Performance appraisals are used to rate several things in organizations in
regards to employees and their performance. There are several types of performance appraisals that
can be given. The textbook mentions three different types of data that performance appraisals
collect. The types of data include trait data, behavioral data, and outcome data. Three types of
performance appraisals that will be discussed further are the unstructured method, 360–degree
feedback, and the grading and checklist method.
Three types of performance appraisals The unstructured method is just as it sounds this appraisal
method doesn't have a set structure. This is an older performance appraisal method. Supervisors'
opinion is how the employee is rated; "the unstructured method relies on the superior subjective
opinion, without an objective rating scale" (Griffin, 2016). This a trait–focused performance
appraisal and is not very reliable, it focuses on personality which is not an effective way to judge
work ethic. Next, is the 360–degree feedback method. This performance appraisal method "enables
the employee to receive feedback from his superior, his peers, and his subordinates" (community for
Human Resource Management, 2016). This method can be helpful in identifying your work ethic
from several different aspects. It can provide a basis for improvement, getting input from others that
watch you work and work with you everyday. Lastly, grading and checklists is the final

Specially Uploaded for ProjectsParadise.com PERFORMANCE APPRAISAL SYSTEM –1–
Specially Uploaded for ProjectsParadise.com INDEX SR.NO 1. TOPIC MEASURING
PERFORMANCE V/S ACTION PERFORMANCE APPRAISAL OBJECTIVES OF
PERFORMANCE APPRAISAL PERFORMANCE APPRAISAL AND COMPETITIVE
ADVANTAGE APPRAISAL PROCESS METHODS OF APPRAISAL MANAGEMENT BY
BJECTIVES(MBO) LARSEN AND TOUBRO, HUMAN RESOURCE DEVELOPMENT–
PERFORMANCE APPRAISAL SYSTEM ASSESSMENT CENTRES 360–DEGREE FEEDBACK
APPRAISE THE PERFORMANCE PERFORMANCE INTERVIEW GUIDELINES FOR
EFFECTIVE APPRAISAL INTERVIEW PAGE NO 2–3 2. 3. 4–5 6–7 4. 8–11 5. 6. 7. 8. 12–29 30–
41 42–43 44––46 9. 10. 11. 12. 13. 47–49 50 51 52 53 –2– Specially Uploaded for ... Show more
The second beekeeper, however, had very different results. Because each bee in his hive was
focused on the hive 's goal of producing more honey. This Bess had concentrated their efforts on
gathering more nectar in order to produce more honey than ever before. The bees worked together to
determine the highest nectar yielding flowers and to create quicker processes for depositing the
nectar they had gathered. They also worked together to help increase the amount of nectar gathered
by the poorer performers. Tile Queen Bee of this hive reported that the poor performers either
improved their performance or transferred to hive No.1, because the hive had reached its goal. The
beekeeper rewarded each bee his portion of the hive incentive. The keeper was also surprised to hear
a loud, happy buzz and a jubilant flapping of wings as he rewarded the individual highperforming
bees with special recognition. Should you measure performance or mere activities of employees? is
the one who does silent work but does not show of himself/herself or the one who puts up a show
but hardly performs to be recognized and rewarded? This and other related questions are answered
in this chapter. –5– Specially Uploaded for ProjectsParadise.com PERFORMANCE APPRAISAL
An organization's goals can be achieved only when people put in

Questions On Performance Appraisal
QUESTIONS:
1. Based on your view of the objectives of performance evaluation, evaluate the perspective about
performance appraisal presented by the managers.
Basically, performance appraisal is a review and discussion on the performance of an employee with
responsibilities and duties. This appraisal is based on the results of the work produced by the
employee and not from the employee's personality characteristics. According to Edwin Flippo, he
said that "Performance appraisal is a systematic appraisal, periodic, and not partial to the employee
excellence, in other matters related to the present job and the potential for a better job".
Every company that exists, there must have their own objectives to ensure the company is success
regardless the one–plant company or small company. So, based on my view of the objectives of
performance evaluation, one of the objectives that presented by manager is about motivation and
reward. The motivation and reward is for the worker to make ... Show more content on
Helpwriting.net ...
The manager can try to improve the worker, coach them, and work with them but sometimes it
doesn't work. Based on my opinion, I think this perspective is quite affect in which the worker feel
challenge and afraid if their performance decreases. So, they will be more effort in manage their
work to be better.
In conclusion, the advantages and disadvantages given to employees have pros and cons. The
performance appraisal need to give according to their actual performance in which when the worker
have a good performance, they can get benefit or reward for themselves. Otherwise, the worker that
does not have a good performance, the managers no need give them the benefit. Sometimes, the
worker those not really good in their performance, the manager also can give the moral support or
motivation to improve their performance. It also can benefit the

Performance Appraisal In The Army
Performance appraisal is one of the most intricate and imperative issues that we do in the Army. So
we need current quarterly statement on each soldier. Then on enlisted personnel we need it to be
done more often and evaluate there performance by having face to face evaluations weather is good
or bad. Organizations in both the public and private sectors like the government we tend to be a bit
relax and get them done at the last minute due to all the demands that are place on us.
"Trust is the willingness to be vulnerable to another party. In The Leadership
Challenge, James Kouzes and Barry Posner write" "Performance
Appraisal" has become one of the most important things and some people take it as a joke especially
government employees. ... Show more content on Helpwriting.net ...
All appraiser should be given a chance to give feedback regarding his/her effectiveness of there job
in the performance appraisal process.
Notably, Equal Employment Opportunities guidelines. Performance goals must be clearly and
specifically to include and defined Special emphasis should be placed on performance appraisal.
Monetary PA is wonderful but not all should be in this case for loyalty work.
Performance appraisal, when properly carried out, can help to fine tune and reward the performance
of present employees. We all know our strengths and weakness of any negotiated performance
appraisal are its ability to promote candid two–way communication between the supervisor and the
employee person being appraised.
Why Performance Appraisal?
Strengths are then negotiated from employee and employer for the PA with the ability to promote a
two–way communication among them and have the employee take more responsibility for
improving performance.
Referance:
Youssef, C. (2012). Human resource management. San Diego, CA: Bridgepoint

Performance Appraisal Of The Employees Performance
In the organizational structure the performance appraisal of the employees is an important and key
factor for the success of the organization. It is a practice which is established for the assessment of
the employees performance and findings ways to improve the performance. The mehtod of
performance appraisal has am impact on the pay of individuals, and other organizational success.
This process is also designed to deal with problem behavior. The process of performance appraisal is
the best way to improve the performance of organization because with the help of this process the
employees know their weak points and try to overcome those to improve the organizational
efficiency (Rasch, 2010) Performance appraisal is defined as "a structural formal interview between
subordinate and supervisor, that usually takes the form of periodic interview (annually or semi–
annually), in which the work performance of the subordinate is examined and discussed, with the
view of identifying the weaknesses as strengths as well as opportunities for improvement and
development" (DEcENZO and Robbins, 1995). The output of every organization depends on how
well and how much the performance of the employee is appraised and evaluated. Appraisal
performance of individual, groups and organizations is something important for all organizations to
succeed and achieve its objectives. Also it is used to evaluate the performance of the employees and
monitor them to achieve the desired goal. Organizations

Performance Appraisal Of The Industrial Revolution
Introduction Performance appraisals, popularized during the Industrial Revolution, are conducted
widely throughout the business world (Williams, 2014). This process evaluates the performance of
an employee in their respective positions (Lussier & Hendon, n.d.)– it provides feedback on how
well they have done and where they have fallen short, in addition to setting performance goals for
the upcoming assessment period. There are many benefits to annual performance appraisals to
include identifying training needs/opportunities, charting an employee's progress in goal attainment,
relationship building between managers and employees and motivating employees to excel in their
duties and obligations (Webb, n.d.). Despite their widespread usage, some opponents believe that
annual performance appraisals are antiquated and no longer effective in today's fast–paced business
world (Scullen, 2011). This paper sets out to review and discuss the opinions of one such opponent
as well as discuss my theory on annual performance appraisals. Time to Scrap Performance
Appraisals? In his article, "Time to Scrap Performance Appraisals," Josh Bersin (2013) contends
that traditional performance appraisal methods are no longer applicable or effective in today's
successful workforce. These annual appraisals were once useful in "traditional top–down
organizations" (Bersin, 2013) for the purposes of raises, terminations, and determining an
employee's potential within the organization. However, the

The Performance Appraisal System
an appraisal system is a regular review of employees performance in work. The main objective of
this study therefore, is to examine performance appraisal and workers performance.
The findings show that:
The Majority of the employees are aware of the performance appraisal.
The performance appraisal system followed by the organization is very effective as majority of the
employees are satisfied and have given positive response.
It has been evident from the responses of the employees that the system followed in the organization
has helped them in identifying their strengths and weaknesses as (40%) of the employees have
strongly agreed in their responses.
Performance appraisal system followed in (AL TANMIA) has motivated employees to perform
better. More than half of respondents are aware of the importance of performance appraisal system
in improving one's performance. ... Show more content on Helpwriting.net ...
The performance appraisal report must be done genuinely and should not be based on biased.
Performance of the employees should be evaluated taking all the aspects into consideration and
should not be restricted to only one criteria. Performance appraisal is not a one–time affair, for better
result the organization should do the appraisals in frequent intervals. Rating employees based on
personal preferences, likes, dislikes, must be avoided so that employees gain confidence on the
system of appraisal and are motivated to work hard and provide

Performance Appraisal and Employee Motivation
1.1. INTRODUCTION: Organization is run and steered by people. It is through people that goals
are set and objectives are realized. Today's working culture demands a great deal of commitment
and effort from the employees, who in turn naturally expect a great deal more from their employers.
The development of much more participative style of management in many organizations is a
positive step towards meeting such heightened expectations. This participative style can be
expressed in a variety of practical ways. For e.g.: work teams, quality circles, and of course regular
performance appraisals. The performance of the organization is dependent on sum total of the
performance of its employees. Thus the success of ... Show more content on Helpwriting.net ...
Inaccurate performance review + Increase in salary Decreased Motivation
Accurate Performance Review + No Increase in salary Decreased Motivation
Accurate Performance Review + Increase in salary Increase in motivation If nothing else, the
existence of an appraisal program indicates to an employee that in the organization is genuinely
interested in their individual performance and development. This alone can have a positive influence
on the employee motivation, sense of worth, commitment and belonging. The strength and
prevalence of this natural human desire for individual recognition shouldn't be overlooked.
Absenteeism and turnover rates in some organizations might be greatly reduced if more attention
were paid to it. Regular performance appraisal, at least, is a good start. In an organization it is
necessary to measure the performance of their employees and success of any organization can
almost always be tracked back to the level of motivation among its employees. So the study was
done to measure the impact of motivation after performance appraisal.
1.2. NEED OF THE STUDY: Performance appraisal is the important aspect in the organization to
evaluate the employee performance. It is needed for an organization to take decision regarding
salary revision, confirmation, promotion, transfer and demotion. It gives feedback information about
the

HUMAN RESOURCE MANAGEMENT ESSAY
PERFORMANCE APPRAISAL SYSTEM
11 January 2010
INTRODUCTION
This essay is to answer the question two: "Critically evaluate the advantages and disadvantages of
individual performance appraisals/reviews. Assess to what extent such appraisals can contribute to
achieving high performance workplace."
Firstly, the essay will present an overview of performance appraisals.
Secondly, it will talk about the advantages and disadvantages of individual performance appraisal in
comparing with team based performance appraisals.
Finally is the contribution of performance appraisal to the organization performance.
PERFORMANCE APPRAISALS
Performance management is widespread among UK companies. CIDP survey (2005) has ... Show
more content on Helpwriting.net ...
Ratings and reward will be equal for all team members regardless of individual performance.
According to IAG report (1993), this can dissatisfy those who normally have outstanding ratings
based on their personal performance. Some members may also resent that their pay is dependent
upon other performance. Thus, that can decrease employees' motivation and cause dissatisfaction.
Performance problems may not also be addressed adequately. It will cause many difficulties for
individual management such as disciplinary and promotions decision.
Because of above reasons, many managers like to use individual PA. Additionally, even though
teams are widespread in many organizations, most work is still independent. Teams may only be
used occasionally or may often change to work task. Another advantage of individual PA is that
employees prefer individual PA. The survey of Federal Employees (1992) showed that 69
percentages of employees prefer that their performance rating be based on individual performance,
not team performance. The survey also indicated that the employees prefer being assessed by the
first–lever supervisor than by coworker. Team based PA may be against UK culture of
individualism. Therefore, if the managers want to focus on team based PA, they need provide further

training for the employees.
DISADVANTAGES OF INDIVIDUAL PERFORMANCE APPRAISAL
Despite of the popular of individual PA, many people argue that individual PA doesn't fit

Evaluation Of Performance Appraisal Methods
Performance Appraisal Methods Performance appraisal methods include 11 methods / types as
follows: 1. Critical incident method The critical incidents for performance appraisal is a method in
which the manager writes down positive and negative performance behavior of employees
throughout the performance period 2. Weighted checklist This method describes a performance
appraisal method where rater familiar with the jobs being evaluated prepared a large list of
descriptive statements about effective and ineffective behavior on jobs 3. Paired comparison
analysis Paired comparison analysis is a good way of weighing up the relative importance of
options. A range of plausible options is listed. Each option is compared against each of the other
options. The results are tallied and the option with the highest score is the preferred option. 4.
Graphic rating scales The Rating Scale is a form on which the manager simply checks off the
employee's level of performance. This is the oldest and most widely method used for performance
appraisal. 5. Essay Evaluation This method asked managers / supervisors to describe strengths and
weaknesses of an employee's behavior. Essay evaluation is a non–quantitative technique This
method usually is used with the graphic rating scale method. 6. Behaviourally anchored rating scales
This method used to describe a performance rating that focused on specific behaviors or sets as
indicators of effective or ineffective performance. It is a combination of the

Performance Appraisal Essay
Executive Summary
For this report, I had chosen Agilent Technologies Sales (Malaysia) Sdn Bhd as my research topic. It
is one of the branches in the world that delivers innovative technologies, solutions and services to a
wide range of customers in communications, electronics, life sciences and chemical analysis. One of
Agilent 's goals is to maintain a good–quality relationship between employees and management
regardless of the economic conditions in which the business is operating.
Introduction This report focuses on the Performance Appraisal of Agilent Technologies.
Performance appraisal is one of the factors related to an organization 's long–term success. It has the
ability to measure how well employees perform and then ... Show more content on Helpwriting.net
...
However, if the result on an employee is found to be in the same level as previous year, his or her
increment will remain the same, or even lesser. Worst still, whoever is being tagged as in the level of
"bad performance", that particular employee will be ranked as PIR (Performance Improvement
Required). From here, one will be terminated from job if there is not sign of improvement within
half year.
The next stage is the feedback system. The essential part of the performance feedback process is the
discussion between the manager and the employee. Prior to completing the RFF (Rank Preparation
Form) and inputting the employee 's rank in the system, the manager will gather performance
feedback on the employee from a variety of sources.
The manager will choose to share this form with the employee in order to gather his/her input prior
to completing the RFF. After the RFF has been completed and the rank approved by all levels of the
management team, the manager will then discuss the RFF with the employee. During the discussion,
the manager and employee will both discuss the employee 's responsibilities, goals and objectives,
results, strengths and areas for development. The manager will then sets performance objectives and
measures that tie to business objectives for the coming year. The manager and employee will also
discuss ways to address the employee 's knowledge and skill gaps relative to the next year 's
performance objectives, as well as the skills that will

The Consequences Of Performance Appraisal
What exactly are the consequences of performance appraisal in organisations and how does it
contribute to the organization or individual performances?
Introduction
Performance appraisal has grown to become an essential tool in every organization today. It has
grown rapidly over the past decade with around 70% employees being appraised in 2011, rising
from 43% in 2004. (WERS data, 2011). Performance appraisal allows an organization to measure
the performances of its employees and use it as a comparison or decision – making tool for future
objectives. However, despite its importance, it has become a commonly criticized HRM practice.
(Gary et all) summarized performance appraisal into a real life example by comparing PA systems to
seat belts in how people deem them necessary but only use them reluctantly to satisfy legal
requirements or organization procedures. This can be related back to managers and supervisors
responsible for appraisals in organizations. This essay will look deeper into the growing problems
created by performance appraisal. Also, there will be a brief review of how some techniques and
philosophies of appraisal are affecting modern organizations and its employees.
Types of Performance Appraisal Methods and Sources
Various appraisal methods are being used worldwide in organizations to keep tabs on employee's
outputs and efforts towards their organizations. Traditional methods such as rating scales, ranking
methods, Management by objectives (MBO) have been

Appraisal
Journal of
Managerial
Psychology
11,6
50
Self performance appraisal vs direct–manager appraisal:
A case of congruence
Yehuda Baruch
University of East Anglia, Norwich, UK and Visiting Research Fellow at the London Business
School, London, UK
The process of performance appraisal (PA) is of most importance in human resource management
(HRM). In a broad sense, PA systems are used for two main purposes: as a source for information
for management; and as a feedback instrument for individuals employed by the organization. In the
first case, the applications of the use of PA serve a variety of management functions. These could be
decision–making about promotions, training needs, salaries, etc. Payrelated
PA is a growing facility ... Show more content on Helpwriting.net ...
One exception[21] found high correlations between some aspects of work–related performance
including SPA. It was, however, a unique sample – faculty members in a university, and the
conditions were too ideal: both the faculty members and their chairperson were involved in the
procedure.
The question which prompts the present study is which characteristics are likely to lead to higher
correlations between self and other forms of PA in industrial and business settings. In most cases,
results of studies which were directed towards finding a connection between SPA and other sources
have not been highly or overwhelmingly positive, i.e. scholars found only low correlations between
SPA and supervisor appraisal. Some examples were presented by Harris and Schaubroeck[22] and
by Thornton[23]. These studies indicated that there were quite moderate correlations between SPA
and other sources of appraisal, mainly direct manager PA (DMPA). The correlation coefficient (r) of
0.2–0.3 was found as a typical case[8]; 0.35 (0.27 for managerial level and 0.42 for blue–collar
employees) in Harris and Schaubroeck[22] metaanalysis and 0.29 in Mabe and West[24] meta–
analysis. Such results might hinder management from applying and using the SPA system. However,
Tsui and Ohlott[9] suggest that low interrater agreement has led to recommendations to use a
multiple assessment procedure for providing a more comprehensive PA (see also[25]).

Characteristics of an Ideal Appraisal System
Characteristics of an Ideal Appraisal System Abstract To start with, a well–developed evaluation
process is one that has the support of top administration within the organization and that is viewed
as fair and productive by all who participate in them. It is very difficult to create a performance
appraisal. It is also difficult if the organization does not have a logical, well–tested, step–by–step
progress to follow in developing their new procedures. Therefore, there is no such thing as a perfect
appraisal, however; it is very important to implement a good Appraisal form. Creating a new
performance appraisal system is difficult work. For this reason there are many steps that we must
follow as business man and women to create one for ... Show more content on Helpwriting.net ...
For example, Assess patients, assures customer satisfaction, train operators, develop marketing
plans, sell shoes, etc. Then, Goals and major projects represent the other half of those elements that
cover the results aspect of a job. Goals are big deals. They go well beyond the key job
responsibilities listed in the position description. Goals are visionary and long–term. They transform
the nature of the position itself. "Keeping the network up and running," for example, is a well–stated
key job responsibility? Many people in an organization also take on special projects or assignments
over the course of a year in addition to their specific job description duties. Too often their
contributions are not brought up in their annual appraisal. The goals and major projects part of the
form is also the place for the assessment and recognition of these contributions. Which we have
spoken about in class and we all have agreed that this is something the majority have dealt with. To
sum up the form, Achievements & Accomplishments the final addition to the ideal employee
performance appraisal form is the one that research suggests is the most important: A brief
summation of the individual 's most important achievements and accomplishments. Ever since the
original GE studies in the early 1950s, researchers confirm that growth and development result more
from building on a person 's unique strengths than from attempts to shore up

recruitment and appraisal
THE WAY FORWARD TO RECRUITMENT AND APPRAISAL SYSTEM IN NIGERIAAND
NIGERIA ORGANIZATIONS
RECRUITMENT
It refers to the process of attracting, screening, selecting, and on boarding a qualified person for a
job. At the strategic level it may involve the development of an employer brand which includes an
"employee offering".
The stages of the recruitment process include: job analysis and developing some person
specification; the sourcing of candidates by networking, advertising, and other search methods;
matching candidates to job requirements and screening individuals using testing (skills or
personality assessment); assessment of candidates ' motivations and their fit with organizational
requirements by interviewing and other assessment ... Show more content on Helpwriting.net ...
These can be determined via: screening résumés (also known as CVs); job applications; interviews.
More proactive identification methods include performance assessments, psychological, aptitude,
numeracy, physical and literacy testing.
Lateral hiring
"Lateral hiring" refers to a form of recruiting; the term is used with two different, almost opposite
meanings. In one meaning, the hiring organization targets employees of another, similar
organization, possibly luring them with a better salary and the promise of better career opportunities.
An example is the recruiting of a partner of a law firm by another law firm. The new lateral hire then
has specific applicable expertise and can make a running start in the new job. In some professional
branches such lateral hiring was traditionally frowned upon, but the practice has become
increasingly more common. An employee 's contract may have a non–compete clause preventing
such lateral hiring.
APPRAISAL
Performance appraisals are a valuable performance management tool to evaluate the performance
and value employees provide as well as set goals for the next review period. Most companies
conduct performance appraisals annually, but they may also be done after a new hire completes the
first 90 days of employment or on a monthly basis in situations where performance is an issue.
ORIGIN OF PERFORMANCE APPRAISAL

Brief Overview of Performance Appraisal
Performance Appraisal can be referred to as a method of evaluating your employees. Using this
method, the performance of an employee is evaluated in terms of the quality, quantity, cost and time.
Performance appraisal can be regarded as a part of career development.
According to the modern approach of performance appraisal, it can be regarded as a formal
interaction between a superior and a subordinate, usually taking place periodically, during which the
performance of the subordinate is discussed with the aim of identifying the strengths and
weaknesses of the subordinate. This takes place mainly to help the subordinate enhance his skills
and also to analyze the opportunities that are available ... Show more content on Helpwriting.net ...
Need for an Appraisal
The basic intention of performance appraisal is to make the employee realize how their performance
has been. One of the effective ways to realize the aims of the performance appraisal is to look at it
from different viewpoints '' that of the employee and that of the organization.
Employees' perspective
From the employee's perspective the purpose of performance appraisal is important in four ways.
Firstly, to inform the employee as to what are his duties in the organization. Secondly, to measure
his performance and let him know how far is he on the expectation scale. Thirdly, it is useful in
order to assist the employee in improving his performance. Lastly, if the employee has worked
efficiently, due to the existence of performance appraisal, the employee will be effectively rewarded.
Organizational Perspective
From the perspective of the organization, one of the main reasons for carrying out performance
appraisal is to establish and maintain the principle of accountability. According to the researchers,
the main cause of organizational failure is non–alignment of responsibility and accountability. This
mainly occurs when the employees are burdened with responsibilities but are not accountable for the
way in which the work is being carried out. What mainly happens here is that since the employees
are not accountable, the organization

Evaluation Of The Performance Appraisal
Performance appraisals are used in business today as a means of providing critical feedback to
employees on their performance in the workplace. In a global environment, particular care needs to
be exercised to ensure the message delivered and received by employees is sensitive to the cultural
differences between the parties. This document will be discussing a situation where unintended
consequences arose during a performance appraisal. The document will provide for a synopsis of the
case study, background information, and some of the strengths and weaknesses of the performance
appraisal. A review of if the situation could have been avoided and should the supervisor have
anticipated the employee reaction will also be discussed. Finally, a review of culture sensitivity in
performance evaluations will be analyzed and to determine if the interaction style between the
parties was the reason for the ultimate outcome.
Synopsis of the Case Study John Baker had a prominent position in a company called Caribbean
Bauxite Company of Barracania in the West Indies and had recently received an assignment to
transfer to another location. John Baker had been grooming his successor for several years, a
gentleman by the name of Matthew Rennalls. Before leaving for his new assignment, John Baker
wanted to ensure that Rennalls received an updated performance evaluation and provide what he felt
was critical feedback to Rennalls. This feedback had aspects that were both positive and

A performance appraisal is a documentation of the employees review, evaluation and development
so I believe that the best performers, the kiss–ups and the take–no–prisoner type of workers all have
the same chance of being winners in a performance appraisal, regardless of what we think of them.
They each have a little something extra that management looks for in a worker. Personally, the top
performers in the company would be my choice as the winner, but the kiss–ups usually have a
special place in the heart of certain managers that take complete advantage of these workers who
literally jump through hoops for them. There are some that may not have much to stand on for
sizable pay increases, but they sure appreciate being needed by their boss and their boss depends on
them just the same. Unfortunately, the take–no–prisoners are not always liked very well by
coworkers, but usually they perform well and it is about how they are perceived by their manager.
People who are the company's best performers do not really feel the need to kiss up or throw others
under the bus to make themselves look better. It shows in their work and usually their behavior.
Performance appraisals are an important tool for both employee and employers and if there is not a
high level of equity involved in the appraisals, they can also be meaningless and ineffective to the
employer and the employee. It is very important that employees feel they are receiving a reasonable
and fair outcome according

Developing a Performance Appraisal System Kimberly Garnett HSM/220 April 3, 2011 Developing
A Performance Appraisal System In order for the design and administration of a performance
appraisal system; to be effective; managers and employees must communicate on a regular basis.
Allan and Rosenberg (1981) stated, "Performance appraisal system plays a number of roles in an
organization that's geared towards achieving the company's goals and mission. Beginning at the
corporate level, values, behaviors, and goals should be identified; these must support the company's
strategic mission and promote the success of the business. The basic purpose of performance
appraisal system involves two parts, (1) an evaluation system, the evaluation ... Show more content
Different Approaches According to Allan & Rosenberg (1981), the system should be based on
behavior results; not ambiguous employee characteristics. The appraisals should be reviewed by
higher–level managers or human resource manager; there should be a formal appeal mechanism or
system providing an avenue of appeal to employees who are dissatisfied with their evaluations; and
performing counseling, guidance and or training should be provided to help poor performers
improve their performance. Supervisors need to know his or her workers, so that he or she has
opportunities to steer them towards greater productivity and optimized output. The steps supervisors
must take to ensure successful evaluation, and constructive outcomes are: (1) Training (2)
Evaluation (3) Review Successful training is the implementation of a system in which everyone in
the workplace is geared toward improvement. This involves a hands on approach in which the
employee is encouraged to evaluate him or herself under the supervisor. Results based approach to
performance appraisal is the most object method of tackling the complex task of evaluation.
Designing a Strategic Performance appraisal system, (2011). Key elements. Of an effective
performance appraisal system are as follows: 1. Clearly defined performance standards 2. An
effective monitoring system 3. Regular discussions of Performance 4. Development of

Athletic Performance Appraisals
As a leader or supervisor it is important to have a game plan to keep your team looking their best no
matter what type of field it's in. As we look into the world of athletics and Performance Appraisal
we will be watching a Hiwassee soccer game to pick out a play to test the Performance Appraisal.
The Performance Appraisal is a method used to point out all of their flaws by an outsiders point of
view. This method is supposed to help the player see what he or she needs to work on. This will also
help us see if traditional performance appraisals effective in the field of athletics. Athletic
Performance Appraisals On September 8th, 2016 during our class period we had the opportunity to
watch our men's soccer team while testing out our

Effective Performance Appraisal Program

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