Mr. GOPAL MANDVE
Employee -- purchase department
Experience – 7 years
Contact no. – 9323505027
Interviewed on:
Thursday,
Date- 29/01/2009,
Time-2:30 pm.
THE PERFORMANCE APPRAISAL MEETING
Performance review meetings are regarded as conversation with a purpose. They are considered extremely important for the development and health of the organization. The purpose of the performance review meetings is to reach mutually agreed conclusions about the development of the individual and his performance and if applicable, any areas for improvement, including how such improvements are to be achieved.
The purpose of performance and development reviews is to enable the employees to engage in a dialogue and get the support of the manager about the individual’s performance and development. They should be more like free- flowing, open meetings in which views are exchanged so that agreed conclusions can be reached
The essentials of an effective performance system
• Documentation – means continuous noting and documenting the performance. It also helps the evaluators to give a proof and the basis of their ratings.
• Standards / Goals – the standards set should be clear, easy to understand, achievable, motivating, time bound and measurable
• Practical and simple format - The appraisal format should be simple, clear, fair and objective. Long and complicated formats are time consuming, difficult to understand, and do not elicit much useful information.
• Evaluation technique – An appropriate evaluation technique should be selected; the appraisal system should be performance based and uniform. The criteria for evaluation should be based on observable and measurable characteristics of the behavior of the employee.
• Communication – Communication is an indispensable part of the Performance appraisal process. The desired behavior or the expected results should be communicated to the employees as well as the evaluators. Communication also plays an important role in the review or feedback meeting. Open communication system motivates the employees to actively participate in the appraisal process.
• Feedback – The purpose of the feedback should be developmental rather than judgmental. To maintain its utility, timely feedback should be provided to the employees and the manner of giving feedback should be such that it should have a motivating effect on the employees’ future performance.
• Personal Bias – Interpersonal relationships can influence the evaluation and the decisions in the performance appraisal process. Therefore, the evaluators should be trained to carry out the processes of appraisals without personal bias and effectively.
Employee -- purchase department
Experience – 7 years
Contact no. – 9323505027
Interviewed on:
Thursday,
Date- 29/01/2009,
Time-2:30 pm.
THE PERFORMANCE APPRAISAL MEETING
Performance review meetings are regarded as conversation with a purpose. They are considered extremely important for the development and health of the organization. The purpose of the performance review meetings is to reach mutually agreed conclusions about the development of the individual and his performance and if applicable, any areas for improvement, including how such improvements are to be achieved.
The purpose of performance and development reviews is to enable the employees to engage in a dialogue and get the support of the manager about the individual’s performance and development. They should be more like free- flowing, open meetings in which views are exchanged so that agreed conclusions can be reached
The essentials of an effective performance system
• Documentation – means continuous noting and documenting the performance. It also helps the evaluators to give a proof and the basis of their ratings.
• Standards / Goals – the standards set should be clear, easy to understand, achievable, motivating, time bound and measurable
• Practical and simple format - The appraisal format should be simple, clear, fair and objective. Long and complicated formats are time consuming, difficult to understand, and do not elicit much useful information.
• Evaluation technique – An appropriate evaluation technique should be selected; the appraisal system should be performance based and uniform. The criteria for evaluation should be based on observable and measurable characteristics of the behavior of the employee.
• Communication – Communication is an indispensable part of the Performance appraisal process. The desired behavior or the expected results should be communicated to the employees as well as the evaluators. Communication also plays an important role in the review or feedback meeting. Open communication system motivates the employees to actively participate in the appraisal process.
• Feedback – The purpose of the feedback should be developmental rather than judgmental. To maintain its utility, timely feedback should be provided to the employees and the manner of giving feedback should be such that it should have a motivating effect on the employees’ future performance.
• Personal Bias – Interpersonal relationships can influence the evaluation and the decisions in the performance appraisal process. Therefore, the evaluators should be trained to carry out the processes of appraisals without personal bias and effectively.