performance appraisals
The Importance of Performance AppraisalsOne of the most critical elements of being a supervisor, manager, or team leader is knowing how to give effective performance appraisals to employees of an organization. This important human resources process helps employees grow along with the company because it focuses their attention on how to become better, more motivated, and eventually more successful. By utilizing a skilled performance appraisal system, these managers can empower employees to take charge of needed improvements, as well as create a more positive and productive work environment. In the simplest terms, performance appraisal may be defined as a structured formal interaction between a subordinate and supervisor, that usually takes the form of a periodic interview, whether it be semi-annual or annual. The work performance of the employee is examined and discussed in great detail in order to identify strengths, weaknesses, opportunities for improvement, and skills development (Archer North). Performance appraisals involve setting goals, judging the results achieved, and creating performance criteria that can be met and measured over and over again for each of the employees' job descriptions. The three things tha
On the other hand, it is best not to: do all the talking, lecture the employee, mix performance appraisal and salary or promotion issues, concentrate only on the negative, be overly critical on a failing, feel it is necessary that both parties agree in all areas, and compare the employees with others. According to the book, Powerful Performance Appraisals, conducting a good appraisal means the manager must be very clear that the objective is the job-related performance of the individual, and not the personality factors, such as laziness. Second, clearly and precisely identified objectives encourage the employee to work effectively toward achieving the desired results. These particular aspects of to-do's and not-to-do's are important when giving an effective appraisal interview so that both parties mutually agree and understand each other (Mathis, 362). In addition, it also helps the employees go in the right direction and to stay on the right path without any distractions and disturbances from coworkers. The day-to-day working relationship between a manager and an employee offers an opportunity for the employee's performance to be evaluated. Performance appraisals are instrumental in changing employee behavior by improving performance, reducing inappropriate behaviors, and increasing productivity. Thus, the informal appraisals should be used along with the formal system in order to gain more achievement and improvement throughout the organization. I would prefer the MBO process because it's more of a teamwork aspect involving agreeable objectives. Often times, employees have a negative and defensive approach towards the performance appraisal, therefore, the key is for employees to participate actively and assertively, but to keep a problem-solving mindset and keep focused on how things can be improved in the future. By doing this, employees will feel that they did something good and constructive, so they will most likely continue behaving in that way in order to feel approved. In order to do this, the appraisal feedback interview is often used to provide an opportunity to clear up any misunderstandings on both sides. And finally, extinction involves the removal of any reinforcers; the inappropriate behavior will reappear if it is reinforced since it is not really unlearned, but rather just not exhibited (Buhler, 206). Clearly, employers should have fair and nondiscriminatory performance appraisals that are job-related. Furthermore, I think that by focusing on specifics, rather than generalized issues, employees will know how to fix their mistakes or improve their performance.
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