Developing a Performance Appraisal System

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Developing a Performance Appraisal System|
Kerwin Johnson 4/17/2011 HSM/220 Fedder Williams Axia College of the University of Phoenix| |



The purpose of a performance appraisal system is too help both the organization and the employee. In order for an organization to know and understand the value of the abilities that their employees have a system needs to be in place. This system should also let the employee understand where his abilities have positioned him within the organization.

The motivation of employees is an on-going process, and can delivered in different formats such as daily coaching, weekly, monthly, or even yearly evaluations. This will allow for steady employee growth in productivity and effectiveness. The purpose is to help maintain this effectiveness and growth within the organization. Performance appraisal systems benefit organizations on a continuous basis by providing much feedback that can be utilized to make organizational changes for the future or in the present.

There is, says Dulewicz (1989), “a basic human tendency to make judgments about those one is working with, as well as oneself.” Appraisal is inevitable in our world and without structure to the appraisal system; employees and their work will be judged informally. Appraisal systems should contain many elements to make them effective. The criteria that a good appraisal system should contain are personnel criteria, economic criteria, counseling criteria, and acceptance criteria. These criteria will make the appraisal process successful for both the organization...