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EMPLOYEE APPRAISAL
the process of assessing the effectiveness of an…
EMPLOYEE APPRAISAL
the process of assessing the effectiveness of an employee judged against preset objectives
ADVANTAGES
Feedback:
Employees crave feedback, and this process allows a manager the opportunity to provide the employee with feedback about their performance and discuss how well the employee goals were accomplished. It also provides an opportunity to discuss employee development opportunities.
Clarify Expectations:
Employees need to understand what is expected of them and the PA process allows for a manager to clarify expectations and discuss issues with their employee.
Structure:
This process creates a structure where a manager can meet and discuss performance with an employee. It forces the uncomfortable conversations that often need to happen.
Annual Planning:
It provides a structure for thinking through and planning the upcoming year and developing employee goals.
Documentation:
A PA provides a document of employee performance over a specific period of time. It’s a piece of paper that can be placed in an employee file.
Motivation:
The process should motivate employees by rewarding them with a merit increase and as part of a comprehensive compensation strategy.
DISADVANTAGES
Natural Biases: Human assessment are subject to natural biases that result in rater errors. Managers need to understand these biases to eliminate them from the process.
Time Consuming:
Performance appraisals are very time consuming and can be overwhelming to managers with many employees. I’ve known managers who were responsible for doing an annual PA on hundreds of employees.
Waste of Time:
The entire process can be a waste of time if not done appropriately. Think about the time investment when the end result is negative. It is time wasted on all fronts.
Stressful Workplace:
Performance appraisals can create stressful work environments for both employees and managers. Proper training can help to reduce the stress involved in the process.
Creates Negative Experience:
If not done right, the performance appraisal can create a negative experience for both the employee as well as the manager. Proper training on processes and techniques can help with this.
based on a range of formal and informal assessment methods employed by supervisors not only to monitor an employee’s progress but also to support and provide guidance for improvement
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to influence an employee’s pay grade, annual bonus or chances of internal promotion.
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to assess training and development needs and to provide competence-related information for succession planning, not promotion or pay increases.
self-evaluate his or her job performance by completing an evaluation form. Self-appraisal or self-evaluation results should be used after discussion and negotiation