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Employee performance appraisal, References. https://www.simplilearn…

- - - - Employees believe that it is not reflective, and they could feel dissatisfied woth an appraisal proces
        
        Employees can got fired if their perforemance does not meet with company expectations.
    - - Employee can set goals to manage and meet comany goals expectation, and growth professionally.
        
        They can be more motivated if appraisal is supportes with a compensation system
        
        4.They can feel that they are valorated if they got a surprise bonus, or even a promotion after an appraisal
- - - - It helps companies to review employees performance, skills, achievements, growth and a lack of those criteria.
        
        It helps them to identify the ones who contributes the most to the company.
        
        Companies has a budget to give rewars and bonus, appraisals can help them to know how to distribuit it.
        
        Managers can create plan to boost their team development through additional training and delegate more responsabilities to their colaborators
    - - It can lead to the adoption of unreasonable goals that demoralize workers or incentivize them to engage in unethical practices.
        
        A bad priorization of characteristic evaluation can lead to bias in giviing reward and incentives.
        
        If they are not designed leading towards an objective results can be poorly useful.
- - - - It is the evaluation of employees who has not a leadership charge inside the company
        
        Job knowledge
        
        Quality of work
        
        Communication
        
        Problem solving
        
        Service Orientation / Service focus
        
        2 more items...
        
        It measures if an employee is self-directed, resourceful, and creative in performing job duties individually or in a team. For example: identifying and resolving problems; following through on assignments; and initiating or modifying ideas, methods, or procedures to provide improved customer service, redesign business processes, and accomplish duties.
        
        It measures employee’s performance in exchanging information with others in an effective, timely, clear, concise, logical, and organized manner. Iincluding listening, speaking, writing, presenting, and sharing of information. Consideration is given to client/data complexity/sensitivity.
        
        It measures value, accuracy and acceptability of work produced compared to expected standards.
        
        It measures relevant knowledge and essential skills (practices, policies, procedures resources, laws, customer service, and technical information and relationship of work to the organization’s mission) of an employee in his job. Also, employee’s self-improvement efforts to enhance skills and knowledge and to stay current with changes impacting the job.
    - - This is the last part of an evaluation for both employees who has a leadership charge, and the ones who has not.
        
        Score
        
        Rating
        
        Some considerations through employees are taken into account
        
        What sort of training would you like to recommend?
        
        Remarks/Comments from Supervisor:
        
        It is an estandarized rate of evaluation agains an employee score is compared with in order to determinate if an employee performance is properly or not for a a company
        
        It is the final resuls of an employee. It does not matter if the employee has or has not a leadership charge
    - - Strategic thinking
        
        Fiscal Responsibility
        
        Individual leadership
        
        Planning/Organizing
        
        Some considerations through employees are taken into account
        
        Would like to review with next level of supervision?
        
        1 more item...
        
        It evaluates if a manager establishes a course of action for self and/or others to accomplish a specific goal; plans proper assignments of personnel and appropriate allocation of resources. Establishes procedures to monitor the results of assignments and follow up.
        
        It evaluates if a manager uses techniques that appeal to reason, values, or emotion to generate enthusiasm for company goals, and provides a positive model for team members, while still responsive to requests.
        
        It evaluates if a manager finds ways to help company produce more without committing additional funds. Communicates to
        staff the importance of conserving company resources.
        
        It helps to identify trends that affect the organization, proposes strategies to improve business performance, leads the process of developing a realistic vision, and recommends ways to improve efficiency and effectiveness of work processes.