Hsm/220 Week

Topics: Employment, Human resource management, Want Pages: 3 (796 words) Published: March 8, 2013





The purpose of a performance appraisal is for evaluations and development purposes for companies. This is a big factor for employees when they are looking for someone to fill a position as well as the performance of the company and the people they employee and work with. Some of the key factors of a performance appraisal are communication, manage performance, set standards, and equal opportunity. You want to make sure that your appraisal measures the skill and accomplishments with reasonable uniformity and accuracy. This helps you understand where the performance enhancements and growth of the employee are. When searching for someone to fill a position sometimes the qualifications that are on the resume’ or application are not correct, therefore submitting the performance appraisal will allow the employer to see the real qualifications for the job. Being able to see if you feel the person will bring personal growth to the company or may hinder it is very important when hiring someone or making business deals. If employment is given it is important that the employers gives annual evaluations to see the progress the employee has made while being employed. If the abilities of the employee are helping the business this will be documented when the evaluation is being conducted and as well as things that may disqualify a person from being employed. If a person is performing at a higher level the t the time of the appraisal this can also be used in determining the pay increase for annual raises as well as bonuses. Also at the time of the appraisal if the employee is not performing up to standards at the time of the appraisal this is the time for the employer to give probations and possibly terminations for poor job performance. The appraisals can also be used as motivational tools to get employees to want to exceed expectation. With good reviews employees could be rewarded in some sort of way...
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