Performance appraisal, or evaluation, is a systematic approach to recording observations and attitudes to assess employees’ performance and determine future allocations of rewards. Rewards can be in raises, promotions, or even job cuts. An employee usually attends an annual review with a manager/supervisor to discuss salary raises/discounts and employee performance. It is frequently said that “performance appraisal is one of the most dreaded events in an employee’s calendar,” more so than pay raises or being on the receiving end of a firing. “The context of the appraisal interview determines whether it will be perceived as threatening or encouraging by most employees.”
Managers must use performance appraisal methods to evaluate the performance of their subordinates. These methods are:
1. Performance appraisals provide a means to evaluate an employee’s loyalty, productivity, and integrity.
2. Performance appraisals are better performed by a third party who is unbiased.
3. Performance appraisals allow both the employer and employee to improve its services.
4. Performance appraisals help the company in deciding on future investments.
5. Performance appraisals are one of the most crucial parts of any business and can quickly determine an organization’s growth or decline in revenue.
The four key elements in a performance appraisal are objective and subjective feedback, acknowledgment of strengths, areas of improvement, and future development opportunities. These four elements will provide you with a method for communicating feedback to your employees.
The performance appraisal process is conducted to understand the effectiveness of a person or a group. It helps in analyzing the strengths, weaknesses, and areas for improvement. It helps identify the skills required to meet the goals set for that particular area. Performance appraisal also helps measure an employee’s performance, which allows them to know about the growth opportunities and development needs.
The performance appraisal process is a fair, honest, and objective process necessary for good performance management. To make this process effective, companies include standards for performance. Standards — the behaviors expected of employees — help provide direction and ensure that expectations are clear.
Performance management focuses on the individual employee’s growth and processes. It starts with each manager setting specific goals and expectations for each employee to measure success on the job. A performance appraisal document is just one part of the overall performance management process. It begins with a manager and their employee establishing goals to measure their personal development.
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