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According to Flippo, a prominent personality in the field of Human resources, "performance appraisal is the systematic, periodic and an impartial rating of an employee’s excellence in the matters pertaining to his present job and his potential for a better job." Performance appraisal is a systematic way of reviewing and assessing the performance of an employee during a given period of time and planning for his future.
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Common questions during the performance evaluation:-[/b]
What areas do I need to develop?
What are my strengths?
What are my options for growth?
What can I do to help you?
What should be my most important priority?
Can I take on this responsibility?
What’s the most difficult thing about doing performance reviews?
What career opportunities do you see for someone with my background?
What new knowledge or skills do you think I may need to develop?
How do you think our business is going to change in the future? What challenges do we face?
Is there anything I could do to make your job easier?
What are your most important goals for the coming year?
How could I be more helpful to other people on the team?
What could I do to improve my rating in this area next year?
What do you think went well this year?
What new skills have you learnt in the last year?
What would lure you away to leave this company?
What did you think about the performance evaluation?
What surprised you about the evaluation?
What pleased you most about the evaluation?
What accomplishments did you have this year that were not included in the evaluation?
What do you like most about your job?
What challenges you or frustrates you most about your job?
What could we do next year to make your job more challenging?
What could we do next year to make your job less frustrating?
If you could do one thing to change your job, what would it be?
How can I help you do your job better? Before you have the next performance evaluation with an employee, think about how you can involve them in the conversation.
What was your biggest mistake/regret of the past 12 months and what did you learn from it?
Are we meaningfully measuring the goals in your performance plan?
What are your personal performance measures telling you about your performance?
In what ways, and how often, are you checking your progress toward your performance goals?
What opportunities are within your circle of influence (as opposed to your circle of control) that can help you move closer to your performance goals?
What can I do to help you reach your current performance goals?
What are the characteristics of your transaction workload?
Has the frequency of use of each transaction identifier altered?
Does the mix vary from one time of the day to another?
Should statistics be requested more frequently during the day to verify this?
Clarity of goal will help me in planning my work better.
Resource planning to achieve my goal needs to be improved
Adapting to changing circumstances is the key for my success.
For all the hard work taken for the above work you need the objective of the same are as follows”
Improve performance effectiveness and feedbacks: the whole company.
Plan human resources: promotion, especially in management, overtaking.
Recruitment and selection: Score tabulation allows forecasting employee’s work accomplishment possibility and measuring the effectiveness of tests.
Development of human resources: Show the demand for training, education and development; identify employee’s imperfections to be corrected.
Career plan and development: Identify employee’s potential imperfections; help them to carry out the plan.
Salary and treatment: Decision of salary increase, bonus increase.
Inferior personnel tie: Promotion, reduction in grade, contract termination, work suspension, transfer.
Employee potential appraisal: Based on employees’ work accomplishment, examine past activities to forecast future performance. Common mistake is made when one of high professional capacity is promoted lacking leading capacity. The evaluated object needs to be specified so that an objective appraisal is guaranteed.
To have a non bias appraisal we need to have policies defined which could include any of the below points:
Specify in handbook or publicize at meetings. Managers must bring these in their minds.
Maintaining encouragement of outstanding achievements.
Maintaining leading quality improvement, bonus increase for those of good performance.
Creating favorable conditions for employees to get involved in management decisions.
Encourage employees’ integration and involvement in company’s structure and goals.
Creating opportunities for employees to excel, demonstrate talent and potential.
Managers support their employees, labor force.
No breach of state laws and company’s disciplines, no bias.
All the best for the performance review!