abhishreshthaa
Abhijeet S
An effective performance appraisal procedure should not just evaluate performance but;
1. It should help employees do their job better, by increasing mutual understanding of performance requirements, by agreeing plans, defining objectives, & discussing aspirations & concerns.
2. It should promote self-development by helping develop employee strengths, identifying problems & recognizing & rewarding achievements.
The developmental approach to performance appraisal contains all the characteristics of a traditional approach but appraises employees as individuals.
It attempts to use performance appraisal as a method of increasing motivation & development. It encourages employees to take an active role in the process by them the opportunity to determine the direction & level of ambition they seek.
They are encouraged to show interest in personal development so that they can be challenged sufficiently to keep them interested in work routines.
The developmental approach provides a foundation for continuous communication between employees & management to identify problems, discuss solutions & helps management deal with personal issues before they become major issues.
The development approach consists all of the traditional overall organizational performance appraisal purposes & the following additional purposes:
Provides employees the opportunity to formally indicate the direction & the level of the employee’s ambition;
Shows organizational interest in employee development, which helps the organization to retain ambitious, capable employees instead of losing the to competitors;
Provides a structure for communications between employees & management to help clarify expectations of the employee by management & the employee; and
Provides satisfaction & encouragement to the employee who has been trying to perform well.
For ensuring success of performance appraisal system, there must be a mutual agreement on a development plan for the forthcoming appraisal cycle/period. The manager should remain alert to the employee’s progress during the appraisal cycle/period as the development plan is being carried out.
I. The first goal of the appraisal process is to enable the employees to see themselves as they really are.
II. The second goal is to help the employee to recognize the need to improve job performance.
III. The third & final goal is to involve the employee in developing a plan for improving job performance & better career planning.
1. It should help employees do their job better, by increasing mutual understanding of performance requirements, by agreeing plans, defining objectives, & discussing aspirations & concerns.
2. It should promote self-development by helping develop employee strengths, identifying problems & recognizing & rewarding achievements.
The developmental approach to performance appraisal contains all the characteristics of a traditional approach but appraises employees as individuals.
It attempts to use performance appraisal as a method of increasing motivation & development. It encourages employees to take an active role in the process by them the opportunity to determine the direction & level of ambition they seek.
They are encouraged to show interest in personal development so that they can be challenged sufficiently to keep them interested in work routines.
The developmental approach provides a foundation for continuous communication between employees & management to identify problems, discuss solutions & helps management deal with personal issues before they become major issues.
The development approach consists all of the traditional overall organizational performance appraisal purposes & the following additional purposes:
Provides employees the opportunity to formally indicate the direction & the level of the employee’s ambition;
Shows organizational interest in employee development, which helps the organization to retain ambitious, capable employees instead of losing the to competitors;
Provides a structure for communications between employees & management to help clarify expectations of the employee by management & the employee; and
Provides satisfaction & encouragement to the employee who has been trying to perform well.
For ensuring success of performance appraisal system, there must be a mutual agreement on a development plan for the forthcoming appraisal cycle/period. The manager should remain alert to the employee’s progress during the appraisal cycle/period as the development plan is being carried out.
I. The first goal of the appraisal process is to enable the employees to see themselves as they really are.
II. The second goal is to help the employee to recognize the need to improve job performance.
III. The third & final goal is to involve the employee in developing a plan for improving job performance & better career planning.