Developing_a_Performance_Appraisal

Developing a Performance Appraisal System The purpose of a performance appraisal system is to evaluate and find areas within the organization and employees that need improvement. A performance appraisal system measures accuracy, performance, conflicts, competition, and poor efforts among the employees. This allows the organization to give feedback to the employees and make them aware of their performance and what areas need improvement if any. The organization can get employees the proper assistance or training that is needed to help improve. Being able to monitor the performance within the employees in the organization gives the opportunity to improve and a greater chance for success. The performance appraisal system benefits the organization in many ways. This gives the organization the opportunity to correct any issues before they get worse. This also gives managers and the employees the chance to communicate, share ideas, opinions, and information that could benefit the organization. Communication between management and employees creates somewhat of a relationship and an understanding among each other. This makes employees more comfortable and more likely to ask questions when needed. An employee that is comfortable within their work environment is usually motivated and works harder. Elements of a good appraisal system are to set objectives, manage performance, carry out the appraisal, and provide remedies and rewards. When setting objectives steps are created for each employee and what is required of them. The objectives need to be clear and specific. If the objectives are specific the chance for accomplishing the set goals will be greater. The objectives need to be evaluated to determine the progress. When the objectives are evaluated this gives a better idea of what is needed to accomplish them and how much time is needed. The objectives that are created should be ones that can be achieved. They should also be realistic and done in a timely manner. Manage performance in some ways is simple, yet in other ways can be very complex. When managing performance, thinking needs to be modernized. Leaving behind old ideas and managers working with employees to accomplish the goals will improve performances. Manage performance requires a manager to identify the benefits, work with employees, plan precisely, set performance and incentives, be available, use cooperative communication, focus on behavior and results, document performance, identify causes, recognize success, use progressive discipline, develop employees, and continuously improve the system. If managing performance is done with all that is required than the organization will continue to grow effectively and successfully. Carrying out the appraisal is the next element. To carry out the appraisal is a simple process of setting expectations that are clear. There are many reasons this could be difficult but it does not have to. It is important that staff is given the proper training to achieve these expectations. Then the staff needs to be evaluated to see if they are qualified in that area. If they find out sooner rather than later that a certain employee is struggling then they have time to work with the employee and get them they help needed to help them approve. When carrying out the appraisal is done correctly there is rarely and guesswork involved. Last, there is providing rewards and remedies. When providing remedies, the organization is finding ways to help employees with areas they are struggling. A reward system benefits both the employees and the organization. Offering rewards get employees more motivated and waiting to do the best that they can. This helps the organization meet the needs of what is required and a happier work environment. Rewards and incentives can be offered to employees that have the best performance. Promotions, increase in pay, extra time off, or something that employees would find very useful. The organization will end up gaining more than losing. In all elements the criteria is basically the same. The main focus is what needs to be done to make the organization successful. The biggest area in the organization is within the employees. An organization should always interview candidates thoroughly to make sure they have are qualified to do what is expected of them. Having a performance appraisal system helps the organization from getting set back or a bad reputation. If an employee is not doing what is required of them then keeping them around may end up losing the organization money. This could affect their budget and make things more difficult than needed. The performance appraisal system can be time consuming but it is worth it to everyone that is involved within the organization. http://www.scribd.com/doc/24557516/Performance-Management-and-Appraisal-System-in-Your-Organization http://performance-appraisals.org/experts/4steps.htm http://www.allbusiness.com/human-resources/workforce-management/479508-1.html