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 the business and now we create one for class and here are the steps to take to create a good one. Nonetheless, remember there is not a perfect one and I will go in details later to create a great appraisal form.
First, Get top management actively involved. Without top management 's commitment and visible support, no program can succeed. Top management must establish strategic plans, identify values and core competencies, appoint an appropriate Implementation Team, demonstrate the importance of performance management by being active participants in the process, and use appraisal results in management decisions.
Second, establish the criteria for an ideal system. Consider the needs of the four stakeholder groups of any appraisal system: Appraisers who must evaluate performance; Appraises whose performance is being assessed; Human Resources professionals who must administer the system; and the Senior Management group that must lead the organization into the future. Further, Identifying their expectations at the start helps assure their support once the system is finally designed. Furthermore, ask each group: "What will it take for you to consider this system a smashing success?"
In the meantime, appoint an Implementation Team.
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 the business and now we create one for class and here are the steps to take to create a good one. Nonetheless, remember there is not a perfect one and I will go in details later to create a great appraisal form.
First, Get top management actively involved. Without top management 's commitment and visible support, no program can succeed. Top management must establish strategic plans, identify values and core competencies, appoint an appropriate Implementation Team, demonstrate the importance of performance management by being active participants in the process, and use appraisal results in management decisions.
Second, establish the criteria for an ideal system. Consider the needs of the four stakeholder groups of any appraisal system: Appraisers who must evaluate performance; Appraises whose performance is being assessed; Human Resources professionals who must administer the system; and the Senior Management group that must lead the organization into the future. Further, Identifying their expectations at the start helps assure their support once the system is finally designed. Furthermore, ask each group: "What will it take for you to consider this system a smashing success?"
In the meantime, appoint an Implementation Team.
References: http://pgdba.blogspot.com/2007/08/characteristics-of-effective.html htthttp://www.questia.com/googleScholar.qst;jsessionid=MgdfpszkQQBl07mrgC3lKJ2GVTwLlSXHv4C75hBK07PWZrn3Jf1s!547733517!427202863?docId=5001710520p://www.fao.org/docrep/w7505e/w7505e06.htm http://www.ehow.com/list_6157246_characteristics-performance-appraisal-systems.html Bolander & Snell. (2010). Managing Human Resources (15 ed.). Canada: South-Western Cengage Learning GE studies in the early 1950s