PROCESS OF PERFORMANCE APPRAISAL

There are many questions that many companies face, and those questions can be left

unanswered for some. But what lies at the top of their tongues, is one question that this essay

can be answered for. ‘Is there a way for an organization to critically analyze employee

weaknesses and strengths to maximize their productivity?’ Yes, there are ways, and that is

using the Performance appraisal, but to understand what a performance appraisal is, you need

to understand what an appraisal is. Well, it is a method of doing an accurate evaluation of a

business or its performance against a set of guidelines, employers might evaluate employee

performance and progress toward goals to see if they deserve raises, promotions, or

incentives. The performance appraisal process is normally characterized by establishing job

duties and communicating performance standards, then inspecting, recording, and rating the

employee’s performance, and finally setting-up meetings, providing feedback, and coaching

employees as needed.

So just to define performance appraisal, it is the process of identifying and evaluating

the work performance of employees to help achieve the goals and objectives of the

organization, and throughout the process of the performance appraisal, establishing job duties

and communicating performance standards are the first steps to look at. Job responsibilities

are the duties an employee completes at work based on their specific role within the

organization, and it includes responsibilities on job listings as well so that it can communicate

the type of skills and experience, they're seeking from candidates. While, by communicating

performance standards, the company will be able to better obtain the desired results/outcomes

they require. When employees do meet to discuss these expectations, meeting in a quiet place

should be the norm for there are barely any interruptions they surely should discuss the

expectations with the employee and confirm that the employee understands the tasks and

responsibilities of the position.

 There are ways to effectively inspect, record, and rate the employee’s performance,

and that is by measuring the information available from various sources such as personal

observation and reports whether statistical, orally, or written. Furthermore, the employee

appraisal should bring out data related to the performance, and the details about his/her

achievements, strengths and weaknesses, and action plans for the future. The performance

rating should also help people do their jobs better, for after identifying and recording their

performances, the organization can identify what training and education the employee needs,

and they assign people to work what they can excel in. Most workers want to know how they

are doing on the job, so the organization will set up meetings, providing the necessary

feedback, and coaching as needed.

Thereafter, when setting up the meeting that will take place annually, or monthly,

which it may include a one-on-one meeting with a manager, or as a group. These types of

meetings are a great way to give the necessary feedback to employees on their

performance. For performance appraisal feedback to be effective, the recipient of the

feedback should accept and utilize the feedback that was given. And due to some feedback,

which tends to be a bit much, the organization give some sort of counseling or training that

requires a systematic approach to analyze problem area where an employee is not performing

well. ‘This means with help of counseling, managers could be able to solve the problems due

to which an employee is not being able to perform efficiently and effectively ‘(Toit, 2007).

The main focus of this essay is that there are ways for an organization to review the

performance of an employee, and that is by establishing their duties and telling them the

required skills and experiences they need, then inspecting, recording, and rating their

performance, as well as setting-up meetings to provide feedback, to see if they need coaching

or any type of training needed. These are the processes of Performance Appraisal.
 References

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