Objective 317.1.6-03-06 and 317.1.6-08-10 Essay

In this phase the raters are educated on the reasons a performance management system is being put in place and provided information on the appraisal form and the actual performance management system. They are also trained on how to identify and rank job activities, how to observe, document, and measure performance, conduct a performance review, and most importantly minimize rater errors. The focus on rater error training is essential as it points out and identifies biases and lack of knowledge or program understands that leads to rating employees incorrectly. There are several types of errors that can occur and in the preparation phase employees are educated on how to prevent making these errors. The final step that occurs prior to implementing the performance management system is pilot test; this is imperative to do in order to identify errors, issues, and any improvements that needs to be made before implementing the system to the entire organization which can save the company money in finding issues

Performance Evaluations are a headache to many managers in the employment community. They can make it difficult to have a great workplace connection. In addition, they make it hard to accomplish goal performances. The performance evaluation system is a dislike process by em-ployees and their supervisors. According to Chan & Yung (2002), “The performance evaluation is quite subjective since it relies on the individual judgements of supervisors who have different per-ceptions of the process performance” (p. 237).

Although performance cannot be judge alone with 360-degree assessment, it provides a commentary aspect that will assist an organization in Leadership Development and Succession Planning. Including the 360-degree appraisal in the performance management process will provide a broader perspective about an employee’s performance and detail to annual appraisal. In addition, the technique facilitates greater self-development for an employee. Moreover, it enables an employee to compare his or her self- evaluation about performance with the perceptions of others.

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.

In an organization employees are the important asset and play a significant role in the progress of an organization. Nowadays firms usually focus on the human capital in the form of the employees by giving them training, assisting them in career development and also work on performance management in order to keep the employees motivated and dedicated by giving them feedback through performance appraisals. Through these performance appraisals the employees are informed about their strengths that they can enhance and about their weaknesses that they can improve in the future.

“Performance appraisal is the process through which employee performance is assessed, feedback is provided to the employee, and corrective action plans are designed.” (Youssef, 2012). Performance appraisals can be very effective, by doing them carefully it will improve employee performance. Consistency with the evaluations is an important part of the process. During the evaluation express positive and negative accomplishments from the employee by using examples. Use goals, job related data that support ratings and focus on outcomes the employee can control and work towards. List specific areas the employee can improve on. Also it is important to compliment and show your appreciation to the employee.

Performance appraisal is an evaluation and grading exercise undertaken in organizations to achieve several objectives such as employee motivation, identification of training needs, rewards and remuneration, employee development through feedback etc. [Fig. 1]. All methods for performance appraisal have several advantages and disadvantages based on location of the firm, socio-economic environment, vision and mission of the firm, organizational structure and other factors. Organizations in different industrial sectors may have different focus areas of work and different values and thus, expectations from employees vary across sectors.

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

“Performance appraisal can be viewed as the process of assessing and recording staff performance for the purpose of making judgments about staff that lead to decisions. Performance appraisal should also be viewed as a system of highly interactive processes which involve personnel at all levels in differing degrees in determining job expectations, writing job descriptions, selecting relevant appraisal criteria, developing assessment tools and procedures, and collecting interpreting, and reporting results.”( The University of Georgia, & VirginiaTech, 2008)

shown marked improvement or progress. Lack of personal performance growth would result in consequences for the employee including a probationary period or dismissal. Personal conflicts between manager and employee should not be reflected in the appraisal process. Manager accountability would be reflected by the performance of the employee; hence, an ineffective manager could as easily be discovered through the process as an ineffective employee could be. The process would actually be a system of checks and balances. Ideally, this would promote team players and identify any weak links. The goal of performance appraisals is utilizing the employee’s performance and their behavior or attitude. With correct implementation, the attitude and behavior will not be the issue or focus of the manager. “For any performance improvement to take place, both parties must agree that improvement is necessary, that a plan for improving performance has been jointly formulated, and that periodic progress improvement sessions will take place, as needed. Thus, improvements in employee performance and attitudes can truly be enhanced.” (Peggy Anderson, 1998)

In addition, the company needs to know where the employee stands. Performance evaluation is a means for the company to gauge the contribution to the company that the employee is making. The employee will then be compensated on the basis of that contribution. In order for this system to be effective as a form

The annual performance review seems ineffective, a waste of time, or it becomes demotivating for employees and thus counterproductive. Employee appraisal is a method of measuring and evaluating employee job performance. The employee evaluation consists of regular reviews at different intervals every six months or yearly reviews. The evaluations are a pre-determined set of criteria centered on organizational goals. A manager conducts performance evaluations and discusses the employee’s strengths, weaknesses, employee behaviors, productivity. A performance appraisal is essential for refinement, maintaining, or increasing job performance. These reports give the employee insight to where improvement is needed, and it provides an opportunity for development.

As today’s businesses continue to expand, workers are expected to perform well on their jobs. This is what truly happened to management who has a tendency to measure how well they are doing on their job. The job done in a certain period of time is frequently evaluated by performance appraisal. Performance appraisals lead to enhancing employee’s performance, internal communication (relationship), and quality improvements as well. Some experts argue that formal performance appraisal is somewhat useless and many of them contemplate performance appraisals can be detrimental to quality improvement and convey some negative perceptions to the management (David Law, 2007). Albeit many professionals pointed out disadvantages associated

We were tasked with critically evaluating our organisation’s performance system and make recommendations on how that organisation can improve its employee performance. We started off by defining and then discussing what a Performance Management System (PMS) is. Then we discussed why we need this system and what the organisation can do with information/ results drawn from the system .We also showed that implementing such a system is not easy as there can be hindrances to implementing it such as political, organisational, interpersonal hindrances as well as biases.

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