Performance appraisals of individuals, groups, and organizations are a universal practice in all societies. Performance appraisal is a process of evaluating the behavior of employees in an office, usually including both qualitative, and quantitative aspects of job performance. Performance indicates how efficiently a person is fulfilling the job demands.
An appraiser may be any individual who observes the worker while performing a job. The appraiser is expected to have complete knowledge of the job content, the contents to be appraised, and standards of the contents. The appraiser has to make reports and judgments without being partial. Supervisors, peers, and subordinates are usually the appraisers. In many cases, the employees themselves, users of service, and consultants also perform the appraisals. There may be some managers who do not want to write about the bad performance of an employee. Hence, when writing a performance appraisal, it has to be made sure it does not lack objectivity because if it does, it will have more personal than professional views, which can prove to be detrimental for the employee. Moreover, appraisals alone should not be made the central point because then there is a risk of creating tension and anxiety among employees. In simple words, there should be no surprises in an appraisal.
A well-written appraisal is in fact, a synopsis of what has been happening in the organization on a continuous basis. A good appraisal when written needs to be fair, objective, and two-way. Performance appraisal also has to realistic, clear, continuous, and specific. A good performance appraisal does not compare employees with each other because it can damage their morale and create competition among employees and they may not be able to function as a team. Performance appraisals should have an element of improvement and not blame in them, as appraisals are meant to improve performance. The content of performance appraisals vary depending on an employee’s position in the organization. All employees and jobs are assessed keeping in mind their individual caliber and job profile.
Related Articles of Interest :
-
Employee Performance Appraisals
10 August 2010 8:30 PM |
No Comments
Employee performance appraisals are considered necessary in order to provide information about performance rankings. This information assists in making decisions regarding salary fixation, promotion, confirmation, transfer, and demotion. Apart from this information, employee performance appraisals provide feedback information about the level of achievement and behavior...
-
Job Performance Appraisals
10 August 2010 8:30 PM |
No Comments
Job performance appraisals are needed in order to provide information about performance rankings. This information helps in making decisions regarding salary fixation, confirmation, promotion, transfer and demotion. In addition, job performance appraisals provide feedback information about the level of achievement and behavior of subordinates. This...
-
Performance Appraisals
10 August 2010 8:30 PM |
No Comments
Appraising the performance of individuals, groups and organizations is a common practice of all societies. While in some instances the appraisal processes are structured and formally sanctioned, in other instances they are an informal and integral part of daily activities. Thus teachers evaluate the performance...
-
Performance Appraisal Training
10 August 2010 8:30 PM |
No Comments
After the performance of an employee is appraised, the superior should inform the employee about the level of the employee’s performance, the reason for the need for improvement of performance, and the methods of this improvement. The superior should counsel the employee about his performance...
-
Performance Appraisal Tools
10 August 2010 8:30 PM |
No Comments
With the evolution and development of appraisal systems, a number of tools and techniques of performance appraisal have been developed. Firstly, there are graphic-rating scales which compare individual performance to an absolute standard. In this method, judgments about performance are recorded on a scale. This...
-
How To Write A Performance Appraisal
10 August 2010 8:30 PM |
No Comments
The appraiser may be any person who observes the employee while performing a job. The appraiser has thorough knowledge about the job content, contents to be appraised, and standards of contents. The appraiser should prepare reports and make judgments without bias. Typical appraisers are supervisors,...
-
Types Of Performance Appraisals
10 August 2010 8:30 PM |
No Comments
In some cases, the performance appraisal processes are structured and formally sanctioned while in other cases they are an informal and essential part of daily activities. Performance refers to the extent of completion of the tasks that make up an individual’s job. One type of...
-
Sample Performance Appraisal
10 August 2010 8:30 PM |
No Comments
A performance appraisal carried out for professional and administrative personnel and a confidential employee performance appraisal contains the names and job titles of employees and the department for which they work. It also states the names of the appraisers and their job titles. Performance appraisal...
-
Performance Appraisal Systems
10 August 2010 8:30 PM |
No Comments
Performance appraisal is a nine-step process. At the first stage, performance standards are established based on job description and job specification. The standards should be clear, objective and incorporate all the factors. The second stage is to inform these standards to all the employees including...
-
Type Of Performance Appraisals
10 August 2010 8:30 PM |
No Comments
Managers have for many years been evaluated against standards of personal traits and work characteristic. Typical trait-rating evaluation systems may list ten to fifteen personal characteristics, such as ability to get along with people, leadership, analytical competence and initiative. The list may also include such...