Performance appraisal human resource management

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					Performance appraisal human resource management

Performance management is the process of creating a work environment or setting in which
people are enabled to perform to the best of their abilities. Performance management is a
whole work system that begins when a job is defined as needed. It ends when an employee
leaves the organization. An assessment of an employee, process, equipment or other factor to
gauge progress toward predetermined goals. Performance appraisal process is a part of
performance management system.

Performance appraisal process is a process by which a manager or consultant examines and
evaluates an employee's work behavior by comparing it with preset standards, documents the
results of the comparison, and uses the results to provide feedback to the employee to show
where improvements are needed and why. Performance appraisals are employed to determine
who needs what training, and who will be promoted, demoted, retained, or fired.

Before developing an appraisal form one should know about the job on which performance
management have been focusing. An appraisal form must have the upper portion possessed
the general information regarding employee such as his/her name, age, location, department,
reference, period covered, time in present position, length of service, appraisal date & time,
appraisal venue, and appraiser's name.

Remember that an ideal appraisal form has three portions, first, for appraisee in whom he/she
has to state his/her understanding about the main job roles, duties and responsibilities make
sure that the form mention all the guidelines for the appraisee. While in the appraiser part
he/she will mention purpose of the job appraisal. He should clarify the job purpose and the
priorities where necessary.

The most critical and crucial part in this appraisal form is the discussion part. While
discussion between the appraisee and the appraiser the focal points will be as: Has the past
year been good/bad/satisfactory or otherwise for you, and why? What do you consider to be
your most important achievements of the past year? What do you like and dislike about
working for this organization? What elements of your job do you find most difficult? What
elements of your job interest you the most, and least?

What do you consider to be your most important aims and tasks in the next year? What action
could be taken to improve your performance in your current position by you, and your boss?
What kind of work or job would you like to be doing in one/two/five years time? What sort of
training/experiences would benefit you in the next year? Not just job-skills - also your natural
strengths and personal passions you'd like to develop - you and your work can benefit from

At the last stage the appraisee should list the objectives that he set out to achieve in the past
12 months. An honest and fair appraisal system form must have signature area for both
appraisee and the appraisal which showed their consent of being agreed what all has done in
the whole process and management system. : Over 200 ebooks, templates, forms for
performance appraisal.

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