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What are the legal Aspect of Performance Appraisal are important in dealing with employee performance?
ANSWER
A performance appraisal (PA), is a method by which the job performance of an employee is evaluated. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations.
A performance appraisal is a systematic and periodic process that assesses an individual employee’s job performance and productivity in relation to certain pre-established criteria and organizational objectives.[4][5] Other aspects of individual employees are considered as well, such as organizational citizenship behavior,[6] accomplishments, potential for future improvement, strengths and weaknesses, etc.[4][7] To collect PA data, there are three main methods: * Objective production * Personnel * Judgmental evaluation.
1. Set Goals Effectively
Goals are the basis of an effective process. There are two key elements to consider when developing goals. First, are goals written clearly and objectively? Second, are they directly contributing to the achievement of business strategy?
When setting goals, key job expectations and responsibilities should act as the main guide and reference. Goals should be set that not only address what is expected, but also how it will be achieved. For example, the "what" covers quality or quantity expected, deadlines to be met, cost to deliver, etc. The "how" refers to the behavior demonstrated to achieve outcomes, for example, focus on customer service. In addition, some organizations choose to include competencies within performance expectations, to reinforce the link to business strategy, vision and mission.
An accepted framework to use to help write effective goals is the "SMART" goal:
S - Specific
M - Measurable
A - Achievable/Attainable
R - Results oriented/Realistic/Relevant
T - Time bound
The inclusion of the above criteria results in a goal that is
ANSWER
A performance appraisal (PA), is a method by which the job performance of an employee is evaluated. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations.
A performance appraisal is a systematic and periodic process that assesses an individual employee’s job performance and productivity in relation to certain pre-established criteria and organizational objectives.[4][5] Other aspects of individual employees are considered as well, such as organizational citizenship behavior,[6] accomplishments, potential for future improvement, strengths and weaknesses, etc.[4][7] To collect PA data, there are three main methods: * Objective production * Personnel * Judgmental evaluation.
1. Set Goals Effectively
Goals are the basis of an effective process. There are two key elements to consider when developing goals. First, are goals written clearly and objectively? Second, are they directly contributing to the achievement of business strategy?
When setting goals, key job expectations and responsibilities should act as the main guide and reference. Goals should be set that not only address what is expected, but also how it will be achieved. For example, the "what" covers quality or quantity expected, deadlines to be met, cost to deliver, etc. The "how" refers to the behavior demonstrated to achieve outcomes, for example, focus on customer service. In addition, some organizations choose to include competencies within performance expectations, to reinforce the link to business strategy, vision and mission.
An accepted framework to use to help write effective goals is the "SMART" goal:
S - Specific
M - Measurable
A - Achievable/Attainable
R - Results oriented/Realistic/Relevant
T - Time bound
The inclusion of the above criteria results in a goal that is