Every managers needs some way to apprise employee’s performance. If employee’s performance is good you will want to reinforce it, and if it is bad you will want to take reactive action. Performance appraisal means evaluating an employee’s current and or/past performance relative to his or her performance appraisal. Performance appraisal always involve Setting work standards, assessing performance, and providing feedback to employees to motivate, correct, and continue their performance. 01. Performance Management and Appraisal:
1.1. Performance Management:
Performance Management is an integrated approach to ensuring that an employee’s performance supports and contributes to the organization’s strategic aims. Performance management (PM) includes activities which ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product of service, as well as many other areas. PM is also known as a process by which organizations align their resources, systems and employees to strategic objectives and priorities. 1.1.1. Types of Performance Management:
Long-cycle Performance Management: Long-cycle Performance Management is usually done on an annual, every 6 months, or quarterly basis.
Short-cycle Performance Management: It usually done on a weekly, by-weekly, or monthly basis.
Micro Performance Management: Micro Performance management is generally done on a by-minute/hour/day basis. 1.2. Performance Appraisal:
Performance Appraisal setting work standards, assessing performance, and providing feedback to employees to motivate, correct, and continue their performance. Performance appraisal is an opportunity for individual employees and those concerned with their performance, typically line managers, to engage in a dialogue about their performance and development, as well as the support required from the manager. Performance appraisal is usually carried out by line managers rather than HR professionals, it is important that they understand their role in managing performance and how performance appraisal contributes to the overall aims of performance management. See our factsheet on performance management for more information on that topic 2. Why Appraise Performance:
Theoretically, performance appraisals provide information upon which promotion and salary decisions can be made. Appraisals provide an opportunity to review subordinate's work related behavior and develop a plan for correcting any deficiencies. In addition, performance appraisal offers an opportunity to review the person's career plan in light of strengths and weaknesses.
2.1. Basis for Pay and Promotion Decisions:
Performance appraisals helps the manager to set the pay package for the employee according to their performance related to their define job.
2.2. Plays an Integral Role in Performance Management:
Performance management is the continuous process of identifying measuring and developing the performance of individuals and teams and aligning their performance with the organization’s goal.
2.3. Helps in Correcting Deficiencies and Reinforcing Good Performance: A performance appraisal helps the manager to identify the deficiencies of employee about their work and take proper step to improve performance and correcting the deficiencies which ultimately helps to achieve organizational goal,
2.4. Useful in Career Planning:
Performance appraisals provide opportunity to review the employee’s career plans in light of his or her exhibited strength and weaknesses.
For example: Manager give promotion to those employee who are successfully perform their current responsibility.
3. Supervisor’s Roles
The role of a supervisor is to plan on the daily work schedules, to guide and lead the workers in executing their daily activities and he or she also plays the role of a counselor...
Please join StudyMode to read the full document