PROCESS OF PERFORMANCE APRASAL

 

PROCESS OF PERFORMANCE APRASAL


Performance appraisal is  processes consists with six steps as mentioned below




ESTABLISHING PERFORMANCESTANDARDS

The overall view of the setting performance standards is to ensure meeting the set goals and objectives of the organization which is parallel with the strategic plan. Standards are aimed on the position not for an individuals. Not only the objectives should be clear and specific but also setting standards should be “SMART:” specific, measurable, achievable, relevant and time bound


COMMUNICATE PERFORMANCE STANDARDS

Lessor and insufficient idea about the performance standards may creates a conflict which may cause a collateral damage for the organization bottom line and even for the image of the organization


 

Therefore to be effective ,performance standards must be clearly communicate without any misinterpretation.. Performance standards assume that an individual is competent, so initial and corrective training should be factored into the performance management process. As a example if a particular training program  is planned to develop specific skill and a competent which after certain period after the training, that should be clearly mentioned in the guided standards


MESURE PERFORMANCE

Performance measurements can be done in quantitative and qualitative means .Accordingly assessing quantitative is much more easier that the measurement of qualitative aspects 

Using a variety of sources of information including personal observation, oral reports and written reports may use to measure soft skills.. However, that what is measured is probably more critical than how an aspect is measured. The focus should be on measuring what matters rather than measuring what’s easy to measure.  (Verhulst and DeCenzo, 2019)


COMPARE ACTUAL PERFORMANCE TO PERFORMANCE STANDARDS




In this step of performance appraisal process actual performance made in a particular time period is compared with the stated performance standards .All the information related to the criticism or appraisal should be properly documented 

Characteristics of effective documentation

  • Accurate
  • Specific
  • Consistent (covering the entire review period)
  • Factual (not based on conjecture)
  • Balanced, including instances of both positive and unsatisfactory performance
  • In writing
DISCUSS THE APRASAL WITH EMPLOYEE

This is the process that managing is most challenging despite the outcome is positive or negative. A significant difference of opinion regarding performance can create an emotionally and even physically charge situation which may hard to dealt with .Hence timely and at the point of the malpractice or an issue raised up a manager should address. Thereby thies kind of challenging situation is easy to manager rather than reviewing it annually 



On the other hand to arrest the situation like thies management can can ask employees to complete and submit a self-evaluation prior to the appraisal meeting. .Also a manager should be clear minded and should inculcate the ability  to remain calm where is impact will significant impact on the employee’s confidence, motivation and future performance.


IMPLEMENT PERSONAL ACTION

The final step of a appraisal process is the implementation process which collude the entire process by implementation of any next steps:. Pay rais, Promotion, Termination of service, Transferring, or succession plan on next years are the examples for the would adopt.

However as a manager he or she should be execute correction plan or value addition plan to the employee for the coming evaluation period   


Reference

1 "Define Performance Standards for Each Duty." Indiana University Human Resources. Accessed August 15, 2019.
2 DeCenzo, David A., Stephen P. Robbins, and Susan L Verhulst. 2016. Fundamentals of Human Resource Management. New York, NY: John Wiley & Sons
3 "Document Job Performance." Indiana University Human Resources. Accessed August 15, 2019.
4  Courses.lumenlearning.com. 2021. Steps in the Appraisal Process | Human Resources Management. [online] Available at: <https://courses.lumenlearning.com/wmopen-humanresourcesmgmt/chapter/steps-in-the-appraisal-process/#footnote-804-2> [Accessed 25 May 2021].








Comments

  1. Subhani's BlogMay 25, 2021 at 6:30 AM

    Thanks for your efforts!

    ReplyDelete
  2. DilkikawshikaMay 25, 2021 at 8:27 AM

    you done good job.

    ReplyDelete
  3. HRMMay 25, 2021 at 11:12 PM

    I agreed with you, It is the skill of a good manager to endure whatever problems may arise..

    ReplyDelete
  4. GeethikaMay 26, 2021 at 6:47 AM

    If the employees full fill their job duties and executes their required tasks they will be appraised

    ReplyDelete
  5. IndikaMay 27, 2021 at 12:06 AM

    you have clearly define how to evaluate the performance of an employee. good article

    ReplyDelete
  6. H M SiriwardhanaMay 27, 2021 at 7:28 AM

    Good one.
    Not all the organizations perform appraisals. But it is important for a growing organization.

    ReplyDelete
  7. Amisha PathiranaMay 27, 2021 at 7:47 AM

    Not only the pay raise, Promotion, Termination of service, Transferring or succession plan, but also the level of satisfaction of the employees will also raised significantly with this. Agreed to Mr. /Mrs. Siriwardhana.

    ReplyDelete
  8. MaheshMay 27, 2021 at 7:54 AM

    well addressed

    ReplyDelete
  9. AnonymousMay 27, 2021 at 11:15 AM

    Good Article

    ReplyDelete
  10. SUNETH GAMLATHMay 27, 2021 at 5:55 PM

    Standards are aimed on the position not for an individuals

    ReplyDelete
  11. Saman JayasundaraMay 27, 2021 at 10:59 PM

    Performance Appraisal Systems is define, How do organizations effectively use performance appraisals to improve individual job performance.

    ReplyDelete
  12. Chamil FernandoMay 28, 2021 at 12:45 AM

    Establishing a proper Performance appraisal system is mandatory requirement for an organization.

    ReplyDelete
  13. Chanaka WarnakulasooriyaMay 29, 2021 at 3:49 AM

    A very new area for me, but very well explained article, Thank you....

    ReplyDelete

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