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PERFORMANCE APPRAISAL

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Производство и промышленные технологии

Most organizations have some form of performance appraisal of their employees. A performance appraisal is a judgment on how well a person is doing his or her work. It is usually carried out once a year in the form of interview.

Английский

2015-09-18

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PERFORMANCE APPRAISAL

Most organizations have some form of performance appraisal of their employees. A performance appraisal is a judgment on how well a person is doing his or her work. It is usually carried out once a year in the form of interview.

Appraisals help organizations to reward staff properly. They are useful when decisions have to be made about salary increases and bonuses or about transferring and promoting staff. Therefore, an important purpose of appraisals is to give the subordinate feedback on how he or she is performing. In this case the strengths and weaknesses of employee's performance are under discussion. In addition, it gives the subordinate the opportunity to talk about their future, seek guidance from the manager to ask for further training.

There are many methods of evaluating a person's performance at work. Some of the better- known and most popular methods are:

  1. The 'rating' method;
  2. Management by Objectives;
  3. The Critical Incident Method.

The 'rating' method is based on traits - qualities - that subordinate show in their work. Subordinates are judged on such things as knowledge of the job, reliability, cooperation, quality of work, initiative, sense of responsibility, productivity, punctuality etc. The manager rates the subordinate by marking a letter or figure on a scale. For example, the rating could be A—E, where A indicates outstanding and E unsatisfactory.

Another form of appraisal, Management by Objectives is based on results, not personality trait. The manager and the subordinate agree on a certain number of objectives, which should be achieved in a given period of time and then discuss how well he or she is achieving the goals during appraisal interview.

The other appraisal method is the Critical Incident Method. With this system, the manager keeps a record of good and unsatisfactory examples (incidents) of a person's work. An advantage of the system is that the manager has to think about the subordinate's performance throughout the year. Furthermore, specific examples of the person's work can be looked at and discussed at the appraisal interview.

In spite of the need for performance appraisals, people do not like them. One problem is that it is not easy for a manager to combine the roles a guide and a judge at the same time. On the other hand many people are naturally suspicious of appraisals, because the individual is described as being 'just above average'. This means that high fliers in the organization do not get a good enough evaluation while the work of poor performers may be over-valued.

МИГКУ

Appraisal can be a valuable process. The purpose of the interview should be to discuss how the individual can 'grow' in the organization, and make an effective contribution. The situation allows both parties to review the work of the individual, fix realistic targets, and plan that person's career development.