Performance Appraisal Essay

1602 words - 6 pages

INTRODUCTIONWhat Is A Performance Appraisal?A performance appraisal is a measuring tool that evaluate a person on the job performance for the given time period (within his job description or beyond).Many organizations today use various types of performance appraisal methods to evaluate their employees. And often out come of these appraisals lead to rewards, benefits and promotions.Key Question?Yet we know that not every job outcome can be measured and performance appraisal is a very subjective process, so what's the point of wasting time in conducting performance appraisal? Remainder of this document gives out the critical analysis of the above statement.MEASURING THE OUTCOMESOn the basis of seven case studies, IDS produced the following list of factors, which were typically appraised: (Source: IDS 1992)* Job knowledge and abilities (ability to perform all aspects of the job)* Adaptability/Flexibility (ability to cope with change; multi-skilling for craft workers)* Productivity (individual work output)* Quality of work (attention to detail; consistent quality)* Attitude to work (commitment, motivation, enthusiasm)* Interaction with others (communication skills, team working ability)* Originality of thought/initiative (problem solving)* Perception (ability to correctly interpret job requirements)* Judgement, use of resources (setting priorities; ability plan and organise work)* Attendance and time keeping (number of and reasons for absence: punctuality)* Safety awareness (awareness of health and safety standards)* Need for supervision (leadership: ability to develop others)By analyzing these factors, we can suggest that assessment of factors achieved by mixture of subjective and objective measures and almost always carried out by the employee's immediate superior. In terms of rating or scoring individual employees, a number of target areas can be identified for assessment.a) Accountabilities:Define the job responsibilities of a certain job and the results that jobholders are expected to achieve. Specific goals and objectives would be given to achieve.b) Skills acquisition:Employees may be assessed on their acquisition of new skills required to further improve their performance in the job or the continued development of essential skills.c) Self appraisal:The actual employee mainly concerns this approach with the identification of self-development needs.d) Paired comparisonsIn this method the superior asses the performance of pairs of individuals, until each employee is judged relative to each other employee.e) Rating scaleThe employees are rated on number of factors such as job-related qualities or behaviours etc. Rated to the extent to which they possesses these factors. Rating scale is done numerically, alphabetically or graphically.f) Behaviourally anchored rating scale (BARS)This scale assesses the actual performance and behaviour. Ex-Rather than concerned with initiative this method actually seeks whether the employee demonstrates...

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