March 2, 2014
Performance appraisals are used to effectively review “how employee performance is assessed, feedback is provided to the employee, and corrective action plans are designed” (Youssef, 2012, p. 155). The performance appraisal provides many areas about an employee that can be used in making decisions about that employee. The many different areas include communication skills, productivity and their strengths and weaknesses to name a few. This paper will reflect on how an effective performance apprisal increases employee performance, the advantages of a performance appraisal, potential forms of bias within the appraisal system and how performance appraisals can contribute to the achievement of stategic objectives. The first area that will be discussed is how an effective performance appraisal increases employee performance.
An effective performance appraisal can increase employee performance if it is designed correctly. There are many different methods that can be used to evaluate peformance but the key to being effective is to make sure that there are set goals and they are attainable, that the employee receives coaching on set goals, and that feedback on the employees performance is given to the employee regularly. When these areas are provided to the employee there is a clear understanding of what is expected. “If you do the prep work diligently, there should be no surprises and performance evaluations become an afterthought, just the final step in a orderly, well managed process” (Lipman, 2012, para. 7). By designing an effective performance appraisal it will help “target and refine the weaker skills that require development through positive feedback, training and development” (Youssef, 2012, p. 163). When providing the needed feedback and training you are developing the employee which will in turn create a more productive employee, which will...
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