Performance Appraisal System

Topics: Performance appraisal, Management, Competence Pages: 20 (414 words) Published: September 29, 2015
Performance Appraisal
system
Presented
By
Vivienne Ike

A1- Benefits.

1.Accountability
2.Alignment
3.Improved
communication
4.Training and

A2- Preappraisal Activities
1. Encouragement and
Recognition
2. Coaching and Mentoring
3. Discipline and Counseling
4. Documentation

A3- Feedback

A4- Managerial Steps
1. Preparation
2. Assessment
3. Documentation Review
4. Proper and suitable
environment

A5- Postappraisal Activities

goal

1. Progress Monitoring
2. Mentoring and coaching
3. Setting a goal/resetting a

A6- Company Benefits
1. Growth
2. Stability
3. Motivate Employee
4. Assessment opportunity
5. Improve areas of
weakness
6. Opportunity for dialogue

B2- Strategy
I Recommend Zigon Model
- Focuses on Result
- Show more specific actions and
measurement
- Addresses fact
- Creates a feedback loop

B3- Performance Differences
- Team performance appraisal assesses the
contribution of individual member to their
team.
- Individual performance appraisal
measures the
work of employee against the guidelines
of

-Pipeline of Talent
-Viable alternative in a
labor
shortage
-Accurate Prediction

C2- Organization Use

-Identifying interested
-Communicate possible opportunities
candidate
-Assessing Competence Readiness
-Creating a developed plans
-Provide Development opportunity
-Formalizing Eligibility

C3- Company Use
1. Leadership Continuity
2. Identify and evaluate current
and
critical position
3. Fostering a strong and more
humble team
4. Builds Company Reputation

D1- Conclusion :
-A performance appraisal helps in
setting up goals
-Encourages and motivates the
employee

-Zigon model recommended for team
performance
-Succession planning a key to
identify skills and competences of an
employee

D2- Next Steps
-Human Resources to schedule training for
all leadership
-Implementation of Zigon Model
-Implementing succession planning
process, key competencies and the critical
positions will be identified

References
Gray, Carolyn. Team vs Individual Performance Appraisals.
Smallbusiness.chron.com Retrieved October 24, 2014, from
http://smallbusiness.chron.com/team-vs-individual-performance-appraisals-2 0040.html
Heath, Diane (2009). What Are The Benefits of A Performance Appraisal? Ehow.com Retrieved from October 24, 2014 from
http://www.ehow.com/list_6819568_benefits-performance-appraisal_.html Katz, Ronald (2001, October 26). Six Steps to a Successful Performance Appraisal. Workforce.com. Retrieved October 24, 2014 from

http://www.workforce.com/articles/six-steps-to-successful-performance-apprai sals
Ramjee, Priti. What Can Go Wrong When Giving Feedback During Performance Appraisals? www.Chron.com. Retrieved October 24, 2014 from http://smallbusiness.chron.com/can-wrong-giving-feedback-during-performan ce-appraisals-21794.html

Team Management and Performance Tools. Strengtheningnonprofits.org. Retrieved October 24, 2014 from
http://store.grove.com/s.nl/c.ACCT75322/sc.2/category.2274/.f Webb, Lea. Succession Planning Benefits. eHow.com. Retrieved October 24, 2014 from
http://www.ehow.com/list_6106159_succession-planning-benefits.html Wikipedia. Performance Appraisal. Wikipedia.org. Retrieved October 24, 2014 from http://en.wikipedia.org/wiki/Performance_appraisal



References: Smallbusiness.chron.com Retrieved October 24, 2014, from
http://smallbusiness.chron.com/team-vs-individual-performance-appraisals-2
0040.html
Heath, Diane (2009)
Ehow.com Retrieved from October 24, 2014 from
http://www.ehow.com/list_6819568_benefits-performance-appraisal_.html
Katz, Ronald (2001, October 26). Six Steps to a Successful Performance
Appraisal
Retrieved October 24, 2014 from
http://store.grove.com/s.nl/c.ACCT75322/sc.2/category.2274/.f
Webb, Lea. Succession Planning Benefits. eHow.com. Retrieved October 24,
2014 from
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