abhishreshthaa
Abhijeet S
Every manager should be concerned with ethics when he may encounter several problems in appraising performance of subordinates.
Essential characteristics of an Effective Appraisal System for managers:
DO’s DON’Ts
• Appraise on the basis of representative, Appraise without why
sufficient and relevant information. appraisal is needed.
• Be honest in assessing all the facts he has Write one thing and tell the
obtained. subordinates other.
• Pass on appraisal information only to Accept another man’s appraisal without those who have a good reason knowing the basis on which it was
to want it. made.
Appraisal system to be effective should possess the following essential characteristics:
Reliability and Validity: Appraisal system should provide consistent, reliable and valid information and data which can be used to defend the organization-even in legal challenges. If two appraisers are equally qualified and competent to appraise an employee with the help of same appraisal technique, their ratings should agree with each other.
Appraisals must also satisfy the condition of validity by measuring what they are supposed to measure.
Job Relatedness: The appraisal technique should measure the performance and provide information in job related areas.
Standardization: Appraisal forms, procedures, administration of techniques, ratings, etc should be standardized as appraisal decisions affect all employees of the group.
Practical Viability: The techniques should be practically viable to administer, possible implement and economical regarding cost aspect.
Legal Sanction: It should have legal compliance with the legal provisions concerned of the country.
Training Appraisers: Because appraisal is important and sometimes difficult, it would be useful to providing training to appraiser’s viz., some insights and ideas on rating, documenting appraisals and conducting appraisal interviews.
Open Communication: Most employees want to know how well they are performing on the job. A good appraisal system provides the needed feedback on a continuing basis. Managers should clearly explain their performance expectations to their subordinates in advance of the appraisals period and try to improve their performance in future.
Employee Access to Results: Employees should receive adequate feedback on their performance. Employees’ performance can be improved only if they are also accessible to review the results of their appraisal.
Due Process: Formal procedures should be developed to enable employees to pursue their grievances and having them addressed objectively, who disagree with the appraisal results.
Performance appraisal should be used primarily to develop employees as valuable resources only then it could show promising results.
Essential characteristics of an Effective Appraisal System for managers:
DO’s DON’Ts
• Appraise on the basis of representative, Appraise without why
sufficient and relevant information. appraisal is needed.
• Be honest in assessing all the facts he has Write one thing and tell the
obtained. subordinates other.
• Pass on appraisal information only to Accept another man’s appraisal without those who have a good reason knowing the basis on which it was
to want it. made.
Appraisal system to be effective should possess the following essential characteristics:
Reliability and Validity: Appraisal system should provide consistent, reliable and valid information and data which can be used to defend the organization-even in legal challenges. If two appraisers are equally qualified and competent to appraise an employee with the help of same appraisal technique, their ratings should agree with each other.
Appraisals must also satisfy the condition of validity by measuring what they are supposed to measure.
Job Relatedness: The appraisal technique should measure the performance and provide information in job related areas.
Standardization: Appraisal forms, procedures, administration of techniques, ratings, etc should be standardized as appraisal decisions affect all employees of the group.
Practical Viability: The techniques should be practically viable to administer, possible implement and economical regarding cost aspect.
Legal Sanction: It should have legal compliance with the legal provisions concerned of the country.
Training Appraisers: Because appraisal is important and sometimes difficult, it would be useful to providing training to appraiser’s viz., some insights and ideas on rating, documenting appraisals and conducting appraisal interviews.
Open Communication: Most employees want to know how well they are performing on the job. A good appraisal system provides the needed feedback on a continuing basis. Managers should clearly explain their performance expectations to their subordinates in advance of the appraisals period and try to improve their performance in future.
Employee Access to Results: Employees should receive adequate feedback on their performance. Employees’ performance can be improved only if they are also accessible to review the results of their appraisal.
Due Process: Formal procedures should be developed to enable employees to pursue their grievances and having them addressed objectively, who disagree with the appraisal results.
Performance appraisal should be used primarily to develop employees as valuable resources only then it could show promising results.