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Performance Appraisal

Performance Appraisal
Leadership, Training Articles, Appraisal

Article Rating:::: 189 Ratings :::: Sunday, August 31, 2008
 

What process should you follow when delivering an appraisal? Which areas are critical? Should you focus on objectives, on personality or on group adaptability? This article explores the concept, ideas and tasks an appraiser should consider when promoting an employee.

Appraisal is assessment in a structured way. Performance appraisals are regular assessment of employees’ performance, contribution and professional needs.

The main aims of appraisals include discovering further personal and professional development requirements, recognising the strength and weaknesses of performances and also to plan for the future activities based on business objectives. Another critical part of appraisal focuses on individual abilities, their success and setbacks in the previous projects, their level of knowledge and skills and their aspirations as a professional individual. In developing a system for appraisals it is important to decide who is going to be appraised and by whom within the business, the frequency of appraisals and the method used in recording and monitoring the process.

Most appraisals are carried out once or twice a year or in some cases after every project. The appraiser is usually a project manager, team leader or a supervisor who is very familiar with employees’ job description and responsibilities and their current projects. 360 degree appraisal methods can also be used in addition to the more traditional system. This includes receiving feedbacks from people instrument and relevant to employees’ responsibilities and projects, this includes co workers, team leaders, subordinates and line managers.

A structured appraisal system benefits both employer and employees in the business. Setting clear goals and SMART objectives (Specific, Measurable, Achievable, Realistic and Time-based) help the employee to have a better understanding of what is expected of them and therefore provide them with a better framework to perform. Clear objectives help employers to assess how each employee’s input is towards the main goals of the business and if not how they can be guided towards the aims by developing further skills and gaining relative knowledge and experience. By setting unambiguous and detailed objectives, employers are stating what they want from an employer, when and at what level of completion.

Identifying needs in an appraisal allows management to come up with resources, tools and necessary trainings which would help employees in developing the skills and experience needed in achieving the business objectives they are responsible for. This aspect of appraisal also facilitate possible changes needed in the structure of the teams responsible for different projects, the way smaller components of the organisation work and can illuminates methods to improve their performances.

The success of an appraisal session depends on how much it motivates and encourages employees to perform to the best of their abilities and improve in the areas where it needs more development. The session should also recognise and acknowledge individuals contribution, efficiency and hard work in the way of praise and financial incentives such as bonuses, pay rise, shares in the company or promotion. A financially and professionally satisfied employee works more efficiently and diligently and benefits the business or organisation immensely.

Effective appraisals are a vital element in efficiently transforming the business. This is done by focusing on people who are the key elements of any successful venture.



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Rate = 1.31 out of 5 :::: 189 Ratings.

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