Hsm/220 Performance Appraisal System Research Paper
October 25, 2014
HSM/220
Performance Appraisal System Performance appraisal systems are extremely important in an organization and depends mostly on the work there employees do. These systems allow tracking the progress and success of your employees. It is also a great tool for the employees to track their progress.
It allows both managers and subordinates to see how their strength, and their weak points. An effective PA program will assist the company in achieving its goals and objectives. “Not only will training needs be identified and addressed during a PA review, but hidden talent can be discovered as well. Through identifying these training …show more content…
“Workplace appraisals actively involve employees understanding what is expected of them. By setting agreed objectives with your employer or line manager and then reviewing the results some weeks or months later, each employee is made responsible for their own performance. They are an opportunity to review strengths and weaknesses, to take an overall assessment of work content, loads and volume and to look back on what has been achieved already and to Set Goals and Objectives for the following period (www.SafeWorkers.com, …show more content…
It is also a great tool when considering merit raises, bonuses and incentives. It is important for Organizations to recognize those employees that not only meet but also exceed their expectations. These individuals have the potential to be great leaders, and future managers. They are also great resources for training and shadowing projects. They can help others with performance and work quality.
Again Performance Appraisals are a great tool when used correctly. Managers must take them seriously and evaluations’ should be accurate. “Before the PA program is up and running, a performance appraisal form should be designed with input from managers. It should be able to sufficiently measure performance, be simple enough for all employees to complete, and not take more than an hour to finish. In implementing the PA program, top management should give the plan its blessing; employees should understand how it works, and the staff at large should be encouraged to view the program as a valuable human resources tool (The Importance of Having a Performance Appraisal Program, Part I,”
HSM/220
Performance Appraisal System Performance appraisal systems are extremely important in an organization and depends mostly on the work there employees do. These systems allow tracking the progress and success of your employees. It is also a great tool for the employees to track their progress.
It allows both managers and subordinates to see how their strength, and their weak points. An effective PA program will assist the company in achieving its goals and objectives. “Not only will training needs be identified and addressed during a PA review, but hidden talent can be discovered as well. Through identifying these training …show more content…
“Workplace appraisals actively involve employees understanding what is expected of them. By setting agreed objectives with your employer or line manager and then reviewing the results some weeks or months later, each employee is made responsible for their own performance. They are an opportunity to review strengths and weaknesses, to take an overall assessment of work content, loads and volume and to look back on what has been achieved already and to Set Goals and Objectives for the following period (www.SafeWorkers.com, …show more content…
It is also a great tool when considering merit raises, bonuses and incentives. It is important for Organizations to recognize those employees that not only meet but also exceed their expectations. These individuals have the potential to be great leaders, and future managers. They are also great resources for training and shadowing projects. They can help others with performance and work quality.
Again Performance Appraisals are a great tool when used correctly. Managers must take them seriously and evaluations’ should be accurate. “Before the PA program is up and running, a performance appraisal form should be designed with input from managers. It should be able to sufficiently measure performance, be simple enough for all employees to complete, and not take more than an hour to finish. In implementing the PA program, top management should give the plan its blessing; employees should understand how it works, and the staff at large should be encouraged to view the program as a valuable human resources tool (The Importance of Having a Performance Appraisal Program, Part I,”