Developing a Performance Appraisal System

HSM/220 2014 Performance Appraisal Many believe that the purpose for performance appraisals is to micro manage employees. However, I feel that this impression has stemmed over time by employees who work under micro micromanagers, in response to intrusive and patronizing procedures of the organizations administration. Job performance appraisals have known to be responsible for anxiety and negative gossip within an office environment, due to the generally familiar association of what a negative appraisal can ultimately result in demotion, suspension, or even worse, termination. On the other side of the coin, a positive performance can be met with employee acknowledgment i.e., promotion, bonuses, or other rewards as seen fit by the companys guidelines. Understanding the value of the employees abilities is crucial to the success of any structured organization. There are a variety of reasons for developing employee evaluations and assessments, but productivity, motivation, and efficiency are all domineering factors for encouraging optimum employee performance Elements of an Appraisal System Developing a well-organized performance appraisal system can be challenging yet, very rewarding and beneficial to an organizations staff, if it is created in a way that helps to encourage employees to meet specific short and long-term goals efficiently. The general purpose for developing an appraisal system is to ensure that employees are meeting particular standards, priorities, and goals set within each area and determine how effectively and efficiently these employees are meeting, exceeding, or failing to meet those set expectations. (Selden PhD Sowa PhD, 2011). To simply put it, performance appraisals are designed to observe, assess, and record an employees overall job performance and then use that information to provide feedback to the employee, as well as management. (Agbola, Abena Hemans, 2011). This assessment allows management a platform, not only to discuss an