March 17, 2015
PSY 302 Industrial/Organizational Psychology
Instructor: Julie Johnson
Running head: Performance Appraisals and Positive Psychology 2
The following paper will give valuable information regarding performance appraisal. It will also give example of personal experience with evaluations. Next the strengths and weaknesses of the evaluation process will be incorporated into the paper. Lastly strategies to improve the performance appraisal process in your workplace for a more positive experience in the future.
Running head: Performance Appraisals and Positive Psychology 3
Many companies conduct evaluations during specific times of the year. During this time, the employee has a meeting with their supervisor. Several things are discussed during this meeting; job performance, attendances as well as goals if applicable. This evaluation is available to the employee and a copy is also placed in their personnel file. Performance appraisals should be conducted during this time.
At my current place of employment, we have monthly one on one meeting with employees as well as end of the year evaluation. The monthly meetings are to allow employees to see how they are performing, give positive feedback and advise if their is room for improvement. We have what is called performance management central. This is where everything is recorded. The employees has the opportunity to speak on their accomplishment throughout the year and list any desire for advancement within the company.
The end of the year review, determines if the employee will receive a raise or promotion. The ratings are needs improvement, low meets, meets, high meets and exceeds. There are many things that coincide with an employee receiving a raise. The manager has direct control on whether or not the employee receives a raise or not. They have the