Developing a Performance Appraisal System

Topics: Performance appraisal, Performance management Pages: 10 (2040 words) Published: November 2, 2014
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 employees shortcomings, but more importantly, it can help to motivate and positively reinforce a workers efforts and accomplishments. A well-though out appraisal system should involve the following key elements planning, creating, observation, grading, and rewarding. Proper planning and delivery of the appraisal system can induce gratitude and appreciation, rather than fear of the process encouraging high performance and productivity of the employees. The appraisal system can assist the organization with removing those employees who show a continuous lack of effort, low productivity, and an unwillingness to grow or learn from their reviews. For those who not only strive to meet, but exceed company expectations the reward system can assure a more joyful, productive work environment. Employees can be should be rewarded and praised for anything simple to complex i.e., attendance, attitude, and meeting more specific goals and objectives. However, it is important to not allow simplicity overshadow what is relevant quality should always be a more valuable asset than attendance Performance appraisal systems should focus on the following attributes and be able to define the purpose, related tasks, and responsibilities for each job description. The performance goals, calculated outcomes, and priorities of each task should be clear and concise to the employees, as well as the managers or supervisors who will perform these evaluations. Performance expectations should be defined and will be the key components of the objective. Employees and managers should communicate in the interim and feedback should be given to help the employees reach their goals while keeping the morale high. Managers and supervisors should keep accurate records of the assessments, signed by both the employee as well as the appraiser, and maintained in the employees file for future reference. For those employees who may struggle to meet set expectation and standards, management should pursue...
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