PERFORMANCE APPRAISALS IN HR AND MANAGEMENT

The Department of HR plays an important role in designing and implementing performance

measurement. In fact, the HR team acts as a mediator between the active heads or the review
authorities and the function. It is the responsibility of the human resources team to ensure the
smooth implementation of the evaluation process.

Let's take a look at HR's role in evaluating performance in detail:

The first and foremost responsibility of the HR team is to design the entire testing process. Make
sure the process is simple and does not take much time. The HR team needs to know the
responsibilities assigned to each employee in order to create and design a system where their
overall success can be measured in terms of their key areas of responsibility. Employees should
be fully aware of the performance appraisal process. The terms of the performance test need to
be very clear and transparent. Provide appropriate training to staff to take the entire performance
and performance evaluation process. You need to make them understand that analysis is not
about demeaning or demeaning anyone but about helping people set realistic goals and what they
can expect and work on. There are employees who do not like the concept of job evaluation and
feel that it is a waste of time and energy to complete detailed forms. It is the responsibility of HR
to change this view. Performance appraisal is not just a way to increase a person's salary but to
give feedback to employees and guide them accordingly. Call employees in one place and make
them understand the importance of the analysis process and how it can help them in their work.

The HR team should also sit with the reviewing authorities to ensure that the examinations are
conducted on time and that only qualified employees receive benefits. The test should not be for
everyone but only for those who have worked hard all year.. You can also give your valuable
feedback to active heads based on your daily interactions with the task at hand. In addition to his
or her normal job, the way a person behaves at work, his or her relationship with supervisors /
colleagues, punctuality, and behavior also play an important role in performance appraisal.

Once the rating has been completed, it is your responsibility to provide promotions or review
reports. Make sure the book is given only to the subject concerned and not to anyone else.
Ratings and promotions should not be discussed in public. As an HR specialist, you need to
make sure employees are satisfied with the testing process. You need to explain to the person
why the salary has been increased or not. Many people start looking for change or stop
immediately after the testing process.

This is because skepticism is not well considered or well-off people are looking for better
opportunities outside. Take feedback from employees about how they feel about their assessment
and whether they are satisfied or not?

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