Once again the appraisals

When everyone is performing their jobs optimally, this makes for a much more efficient workplace.

If there is an employee that needs to improve their performance, make sure to approach this subject properly.

Before talking to the employee in question, do a thorough evaluation of his/her performance thus far and compare it with the current issues you have identified.

Career development is not without its trials and tribulations and if the person is fairly new to the position, state that you understand their situation but just need them to improve in certain areas.

One way to get your employees excited about their career and position in the workplace is to play up their role. The most important part of this concept is to be genuine. Show your staff that you appreciate them and what they do.

The main aim of the evaluation system is to identify the performance gap. This gap is the shortfall that occurs when performance does not meet the standard set by the organization as acceptable.

One of the best ways to appreciate the purposes of performance appraisal is to look at it from the different viewpoints of the main stakeholders: the employee and the organization.

One of the principal aims of performance appraisal is to make people accountable. The objective is to align responsibility and accountability at every organizational level.

Performance Appraisal is being practiced in 90% of the organizations worldwide. Self-appraisal and potential appraisal also form a part of the performance appraisal processes.

Typically, Performance Appraisal is aimed at:

To review the performance of the employees over a given period of time

To judge the gap between the actual and the desired performance

To help the management in exercising organizational control

To diagnose the training and development needs of the future.

Provide information to assist in the HR decisions like promotions, transfers etc.

Provide clarity of the expectations and responsibilities of the functions to be performed by the employees.

To judge the effectiveness of the other human resource functions of the organization such as recruitment, selection, training and development.

To reduce the grievances of the employees

 

[Dhruv Bindhani]

When everyone is performing their jobs optimally, this makes for a much more efficient workplace.

If there is an employee that needs to improve their performance, make sure to approach this subject properly.

Before talking to the employee in question, do a thorough evaluation of his/her performance thus far and compare it with the current issues you have identified.

Career development is not without its trials and tribulations and if the person is fairly new to the position, state that you understand their situation but just need them to improve in certain areas.

One way to get your employees excited about their career and position in the workplace is to play up their role. The most important part of this concept is to be genuine. Show your staff that you appreciate them and what they do.

The main aim of the evaluation system is to identify the performance gap. This gap is the shortfall that occurs when performance does not meet the standard set by the organization as acceptable.

One of the best ways to appreciate the purposes of performance appraisal is to look at it from the different viewpoints of the main stakeholders: the employee and the organization.

One of the principal aims of performance appraisal is to make people accountable. The objective is to align responsibility and accountability at every organizational level.

Performance Appraisal is being practiced in 90% of the organizations worldwide. Self-appraisal and potential appraisal also form a part of the performance appraisal processes.

Typically, Performance Appraisal is aimed at:

To review the performance of the employees over a given period of time

To judge the gap between the actual and the desired performance

To help the management in exercising organizational control

To diagnose the training and development needs of the future.

Provide information to assist in the HR decisions like promotions, transfers etc.

Provide clarity of the expectations and responsibilities of the functions to be performed by the employees.

To judge the effectiveness of the other human resource functions of the organization such as recruitment, selection, training and development.

To reduce the grievances of the employees

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