abhishreshthaa
Abhijeet S
Performance appraisal is essential for the effective management and evaluation of staff. Performance appraisal has some process which is explained below:
1. Organization’s mission and objectives:
Performance appraisal is a strategic management tool to achieve the mission and objectives of the organization. How the organization intends to stay competitive, attain competitive advantage and continually grow and develop spells the objectives of performance appraisal. Human resources are the means of attaining organizational goals and objectives and therefore without strategic linkage, performance appraisal will to be useful for the organization.
2. Job analysis:
Organizations objectives are achieved through a process up of various tasks, duties and functions. Duties and functions are required to be performed for achieving the mission and objectives of the organization and what kind of human resources are required for optimal performance of these entails job analysis. Staffing begins with job analysis. Job analysis is the process and procedure used to collect and classify information about tasks the organization needs to complete. It forms the basis for a job description and job specifications. It helps to identifying employee characteristics needed the job effectively.
3. Determine the purpose:
The purpose of the performance appraisal system is too determined and stated clearly. Without a valid purpose performance appraisal system is fad. The purpose is to increase communication, motivations, skills and competencies of employees so as to enable them to improve their performance and discharge their job responsibilities and accountabilities efficiently for organizational effectiveness.
4. Determine and set performance standards:
Performance standards are the measurements used to assess whether an employee is meeting expectations. Standards should be realistic, attainable, measurable and specific. Standards are necessary to achieve mission and objectives of an organization in efficient and effective manner. Standards forms on the basis on which actual performance of the employee will be compared to assess the deficiencies, if any for appropriate training, learning and development intervention for the purpose improving performance of an employee. Performance standards help in increasing individual employee’s effectiveness of the job and make him more productivity through realistic targets and goal setting.
5. Determine measurement methods:
The next task is to identify a suitable method of performance appraisal. A variety of methods for appraising employee performance are available which can be broadly classified as ranking methods, comparison methods, narrative methods and objective methods. No single method is appropriate and an intelligent combination of more than one method could yield better results. The choice of method will depend on organizational characteristics, employee characteristics, environmental characteristics and competition behavior. Based on these characteristics, organization will determine which method to employ.
6. Determine appraisers and impart training:
Determination of correct number and level of appraisers is critical to the success of the performance appraisal system. Only competent and experienced managers should be selected. It is not enough to select a suitable performance method, but also to impart training to the managers on how to administer the appraisal effectively so that appraisal can attain its purpose.
7. Evaluate measurement system:
The measurement system is to be evaluated for case of use, practicability, reliability and validity of the performance appraisal system.
8. Conduct appraisal activities:
Performance appraisal activities are to be conducted to evaluate the performance of the employees. It generally involves assessment of performance objectives, various inhibiting facilitating factors, resources utilized and results achieved. For this purpose prescribed performance appraisal forms and filled-in by the managers (appraiser) and the employees (appraises) to complete the appraisal activities.
9. Compare performance and determine deviation:
The actual performance exhibited by the employee is compared with the performance standards determined for every job to see how well can employee have failed in his performance. By comparing with standards, deviations are noted for further discussions and agreed for performance improvement initiatives by the managers. For marginal performance of employees, immediate corrective action has to be initiated, while at the same time performance standards for the employee has to be examined to assess whether performance problem is due to organizational factors or due to personal factors. After careful analysis, corrective action to improve the performance standards for particular employee or performance of the employee has to be improved, as the case may be, through counseling, coaching and mentoring techniques.
10. Review for Errors and Appraisal Interview:
Error that might have inadvertently crept in the appraisal activities and evaluation must be analyzed for appropriate rectification. Certain task and behavior related performance issues needs discussion to faster understanding and clarity and for future action between the managers and his employees. This is because the appraisal is primarily a two way communication process.
Appraisal interview is also known as performance review discussions, appraisal meeting, performance appraisal discussion, etc. performance appraisal is the process of initiating performance dialogue with an objective to improve performance of an employee.
1. Organization’s mission and objectives:
Performance appraisal is a strategic management tool to achieve the mission and objectives of the organization. How the organization intends to stay competitive, attain competitive advantage and continually grow and develop spells the objectives of performance appraisal. Human resources are the means of attaining organizational goals and objectives and therefore without strategic linkage, performance appraisal will to be useful for the organization.
2. Job analysis:
Organizations objectives are achieved through a process up of various tasks, duties and functions. Duties and functions are required to be performed for achieving the mission and objectives of the organization and what kind of human resources are required for optimal performance of these entails job analysis. Staffing begins with job analysis. Job analysis is the process and procedure used to collect and classify information about tasks the organization needs to complete. It forms the basis for a job description and job specifications. It helps to identifying employee characteristics needed the job effectively.
3. Determine the purpose:
The purpose of the performance appraisal system is too determined and stated clearly. Without a valid purpose performance appraisal system is fad. The purpose is to increase communication, motivations, skills and competencies of employees so as to enable them to improve their performance and discharge their job responsibilities and accountabilities efficiently for organizational effectiveness.
4. Determine and set performance standards:
Performance standards are the measurements used to assess whether an employee is meeting expectations. Standards should be realistic, attainable, measurable and specific. Standards are necessary to achieve mission and objectives of an organization in efficient and effective manner. Standards forms on the basis on which actual performance of the employee will be compared to assess the deficiencies, if any for appropriate training, learning and development intervention for the purpose improving performance of an employee. Performance standards help in increasing individual employee’s effectiveness of the job and make him more productivity through realistic targets and goal setting.
5. Determine measurement methods:
The next task is to identify a suitable method of performance appraisal. A variety of methods for appraising employee performance are available which can be broadly classified as ranking methods, comparison methods, narrative methods and objective methods. No single method is appropriate and an intelligent combination of more than one method could yield better results. The choice of method will depend on organizational characteristics, employee characteristics, environmental characteristics and competition behavior. Based on these characteristics, organization will determine which method to employ.
6. Determine appraisers and impart training:
Determination of correct number and level of appraisers is critical to the success of the performance appraisal system. Only competent and experienced managers should be selected. It is not enough to select a suitable performance method, but also to impart training to the managers on how to administer the appraisal effectively so that appraisal can attain its purpose.
7. Evaluate measurement system:
The measurement system is to be evaluated for case of use, practicability, reliability and validity of the performance appraisal system.
8. Conduct appraisal activities:
Performance appraisal activities are to be conducted to evaluate the performance of the employees. It generally involves assessment of performance objectives, various inhibiting facilitating factors, resources utilized and results achieved. For this purpose prescribed performance appraisal forms and filled-in by the managers (appraiser) and the employees (appraises) to complete the appraisal activities.
9. Compare performance and determine deviation:
The actual performance exhibited by the employee is compared with the performance standards determined for every job to see how well can employee have failed in his performance. By comparing with standards, deviations are noted for further discussions and agreed for performance improvement initiatives by the managers. For marginal performance of employees, immediate corrective action has to be initiated, while at the same time performance standards for the employee has to be examined to assess whether performance problem is due to organizational factors or due to personal factors. After careful analysis, corrective action to improve the performance standards for particular employee or performance of the employee has to be improved, as the case may be, through counseling, coaching and mentoring techniques.
10. Review for Errors and Appraisal Interview:
Error that might have inadvertently crept in the appraisal activities and evaluation must be analyzed for appropriate rectification. Certain task and behavior related performance issues needs discussion to faster understanding and clarity and for future action between the managers and his employees. This is because the appraisal is primarily a two way communication process.
Appraisal interview is also known as performance review discussions, appraisal meeting, performance appraisal discussion, etc. performance appraisal is the process of initiating performance dialogue with an objective to improve performance of an employee.