...________ implies that a performance appraisal system is capable of distinguishing effective from ineffective performers. • A. Relevance • B. Sensitivity • C. Reliability • D. Acceptability Correct : By structuring a performance-appraisal system for sensitivity, an allowance is made for differences in individuals. Materials • Requirements Of Effective Appraisal Systems 2. _____ translate job requirements into levels of acceptable or unacceptable employee behavior. • A. Absolute rating systems • B. Qualitative analyses • C. Reliability judgments • D. Performance standards Correct : Once an organization has identified a task, they must determine how to measure acceptable levels of work in order to conduct an appraisal. Materials • Requirements Of Effective Appraisal Systems 3. One requirement of sound appraisal systems is _____, which refers to consistency of judgment. • A. reliability • B. sensitivity • C. relevance • D. acceptability Correct : Consistency of judgment suggests that there is a continuity of results regardless of who is doing the observing. Materials • Requirements Of Effective Appraisal Systems Concept: Methods of Appraising Employee Performance Mastery 100% Questions • 4 • 5• 6 Materials on the concept • Alternative Methods Of Appraising Employee Performance 4. Which of the following is an advantage of narrative essays? • A. Good for individual feedback and development • B. Good for making comparisons across...
Words: 953 - Pages: 4
...Write a paper describing how effective performance appraisals can increase employee performance. This paper should include sections on the strategic advantages of performance appraisals, Potential forms of bias within the appraisal system, As well as how performance appraisals can contribute to the achievement of strategic objectives. “How effective performance appraisals can increase employee performance” “Performance appraisals can enhance employee performance as well as advance the mission and goals of an organization. There are many advantages of performance appraisals if they are applied fairly, consistently and objectively. Performance appraisals not applied fairly can be counterproductive and even destructive to an organization. Performance appraisals can significantly improve the efficiency of an organization when used to monitor and influence progress toward strategic objectives. Advantages of Performance Appraisals Performance appraisals can increase employee performance by holding both the supervisors and employees accountable to the mission, goals and objectives of the organization. Employee job descriptions are developed based on the expectations of the organization, which derive from the mission, goals and objectives. Employees are expected to carry out responsibilities, which are designed to help meet specified objectives. The job of supervisors is to keep employees focused on the mission and goals of the organization...
Words: 774 - Pages: 4
...on the same job being done by two different people. Performance appraisals of Employees are necessary to understand each employee’s abilities, competencies and relative merit and worth for the organization. Performance appraisal rates the employees in terms of their performance. According to a prominent personality in the field of Human resources, "performance appraisal is the systematic, periodic and an impartial rating of an employee’s excellence in the matters pertaining to his present job and his potential for a better job." Performance appraisal is a powerful tool to calibrate, refine and reward the performance of the employee. It helps to analyze his achievements and evaluate his contribution towards the achievements of the overall organizational goals. Performance appraisal is necessary to measure the performance of the employees and the organization to check the progress towards the desired goals and aims. Performance appraisal continues to be a subject of interest and importance to human resource specialists. For decades, performance appraisal has received considerable attention in the literature, from both researchers and practitioners alike. The latest mantra being followed by organizations across the world is "get paid according to what you contribute" – the focus of the organizations is turning to performance management and specifically to individual performance. Performance appraisal helps to rate the performance of the employees and evaluate their contribution towards...
Words: 1044 - Pages: 5
...Consulting Paper: An Effective Appraisal System Jessica Kaplaner Introduction There are several performance rating methods used by the official rater when evaluating employees’ performance. Some are more effective than others. Performance rating scales are one of the most effective scales to use when assessing an employee’s performance and are constantly being used to determine employees’ job performance (Cascio, 2013). They’ve been heavily relied on to thoroughly assess and precisely convey job performance specifically through behaviors. These systems are easy to understand by providing specific behavior statements related to employee behavior and the organization’s objective. Context In my current position, I am a full time Analyst with a collateral duty to work on the Cultural Transformation Initiative. This initiative began in 2011 and became a priority of the Secretary of my agency. The initiative is to ensure that all employees have the opportunity to meet their full potential by improving every area that affects employees’ reaching their full potential within the agency such as Human Resources, Civil Rights, Leadership, and Process Improvement. My job as well as other employees who have taken on this collateral duty is to report monthly progress to the Department, provide employees with all agency updates, but most importantly, I am to bring awareness to employees about this initiative and ensure that employees are impacted directly by...
Words: 1621 - Pages: 7
...Performance Appraisal system Performance appraisal is a system of review and evaluation of an individual or team’s job performance. An effective system assesses accomplishments and evolves plans for development. Performance management is a process that significantly affects organizational success by having managers and employees work together to set expectations, review results, and reward performance. Its goal is to provide an accurate picture of past and / or future employee performance. To achieve this, performance standards are established. I. The Performance Appraisal Process Many of the external and internal environmental factors previously discussed can influence the appraisal process. Legislation requires that the appraisal systems be nondiscriminatory. The labor union might affect the appraisal process by stressing seniority as the basis for promotions and pay increases. Factors within the internal environment can also affect the performance appraisal process. The type of corporate culture can serve to help or hinder the process. Identification of specific goals is the starting point for the PA process. After specific appraisal goals have been established, workers and teams must understand what is expected from them in their tasks. Informing employees of what is expected of them is a most important employee relations task. At the end of the appraisal period, the appraiser observes work performance and evaluates it against established performance standards. The evaluation...
Words: 1211 - Pages: 5
...LESSON #8: TRAINING THE PERFORMANCE MANAGEMENT AND APPRAISAL SYSTEM; EMPLOYEE DEVELOPMENT; PAY AND PERFORMANCE APPRAISAL AND EMERGING TRENDS Week Ending: February 27th OVERVIEW: This combined lesson finishes the section on performance management. It starts with Chapter 11’s discussion of various aspects of system implementation – to include: implementation teams, pilot testing communication, monitoring and evaluation and appeals procedures. This discussion is really a continuation and conclusion of the top management support discussion that ended Lesson #7. The remainder of the lesson is a “catch-all” – covering several important performance management and appraisal aspects that are more performance management than appraisal related. We continue with Chapter 12 on creating a system for initial and sustaining performance management and appraisal system training. We then address the almost universal relationship between pay and performance appraisals (Chapter 14). The performance appraisal portion of the course ends with Chapter 16’s review of several important “Emerging Trends” in performance management and appraisal – specifically: teams and performance appraisal; total quality management (TQM) and performance appraisal; and computer-based software programs for automating performance appraisals. OBJECTIVES: After studying this lesson, the student should: 1. Be able to implement a new or replacement performance management and appraisal system in terms of: ...
Words: 1126 - Pages: 5
...EFFECTIVE PERFORMANCE APPRAISAL by Gregory D. Rankin and Brian H. Kleiner California State University, USA Introduction In conducting our research for this article, we discovered that the area of performance appraisal is one of the most complex and important issues currently faced by organisations in both the public and private sectors. In fact, the subject of "performance appraisal" has become something of a joke to most government employees. There is no shortage of approaches to performance appraisal — rating scales, objective-setting (e.g., MBO), critical incidents techniques, "behaviourally anchored rating scales" (BARS) and many others are currently in use. In the end, however, all have their imperfections, and the difficulty for those who must develop a performance appraisal system for their organisations is in deciding which approach seems most likely to meet all their objectives in their own particular circumstances[1]. In the final analysis, there appears to be no one "best" method of performance appraisal — just as there is no one "best" leadership style. In spite of this fact, however, there are some elements which are common to all effective performance appraisal systems, regardless of the actual method(s) used in the system. These elements will be discussed shortly. However, before examining these common links, a brief overview of performance appraisal as it is currently practised in American organisations is in order. Current Trends in Performance Appraisal ...
Words: 4112 - Pages: 17
...1.0 INTRODUCTION Performance appraisal is a process by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding supervisor. It is the process of obtaining, analysing, and recording information about the relative worth of an employee to the organization. Performance appraisal is an analysis of an employee's recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is the formal assessment by a supervisor (the “appraiser”) of a subordinate’s (or “appraisee’s”) work performance over an agreed period of time. Ghana Health Services (GHS) is responsible for managing health services and staff within public health institutions. As part of its human resources management responsibilities, GHS has a procedure for evaluating staff performance. Until 2006, GHS used the standardized Civil Service forms and processes for conducting staff performance appraisals. Desiring to focus performance appraisal more on performance improvement and less on promotion, GHS developed its own performance appraisal process, which was pilot tested in four regions. Whilst the Civil Service performance appraisal system was conducted mainly by site managers and was supposed to be done yearly, the GHS new performance appraisal system was designed to be conducted by service delivery or ward managers (immediate supervisors) and to be completed every quarter. The...
Words: 7300 - Pages: 30
...or informal means of appraising their employees’ performance. If employees’ performance is good, organizations will want to reinforce it; and if it is bad, they will try to take corrective actions. Performance appraisal is the ongoing process of evaluating and managing both the behavior and outcomes in the organization (Carrell, Elbert & Hatfield, 2008). It is not a process that happens once a year or every six months, but one that happens every day. Stripped to its essentials, performance appraisal always involves setting work standards, assessing the employees’ actual performance relative to those standards, and providing feedback to the employees with the aim of motivating him or her to eliminate performance deficiencies or to continue to perform above par (Dessler, 2011). Indeed, performance appraisals are widely used for administrating wages and salaries, giving performance feedback, and identifying individual employee strengths and weaknesses (Mathis & Jackson, 2011). Definition of Performance Appraisal P erformance appraisal is the process of evaluating the behavior of the employees in the work place (Maxwell, 1992). This process assumes that the employees are aware of their performance standards, and that the supervisor also provides the employees with the feedback, development, and incentives required to help the person eliminate performance deficiencies. Basically, performance appraisal is intended to engage, align, and coalesce individual...
Words: 7691 - Pages: 31
...3 CHEP 5 3 PERFORMANCE APPRAISAL 5 3.1 EFFECTIVE PERFOMANCE APPRAISAL SYSTEM 5 3.1.1 DESIGN INPUT 6 3.1.2 TRAINING APRAISERS 6 3.1.3 FORMAL AND INFORMA METHODS 6 3.1.4 APPRAISAL SYSTEM EVALUATION 7 3.2 EVALUATION OF THE THREE COMPANIES 7 3.2.1 ZULULAND ANTHRACITE COLLIERY (PTY) LTD (ZAC) 7 3.2.2 ST JOHN 8 3.2.3 CHEP 9 4 REWARDS SYSTEMS 12 4.1 THE AIMS OF REWARDING EMPLOYEES 12 4.2 REQUIREMENTS FOR AN EFFECTIVE REWARD SYSTEMS 12 4.2.1 Attract talented employees 13 4.2.2 Retain talented employees 13 4.2.3 Motivation 13 4.2.4 Legal considerations 13 5 PERFORMANCE APPRAISAL AND REWARD SYSTEMS 14 5.1 ZULULAND ANTHRACITE COLLIERY 14 5.2 ST JOHN 14 5.3 CHEP 14 6 IMPROVING PERFORMANCE APPRAISAL AND REWARDS SYSTEMS 15 6.1 OBSERVATIONS AND RECOMMENDATIONS 15 6.1.1 ST JOHN 15 6.1.2 CHEP 16 7 CONCLUSION 17 8 LIST OF SOURCES 17 EXECUTIVE SUMMARY Grobler et al (2011:293), describes performance management as a process which significantly affects organisational success by having managers and employees work together to set expectations, review results and reward performance. In www.wikipedia.org; it is said that performance management includes activities that ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas. Performance management should...
Words: 3886 - Pages: 16
... (PPT 7.1-7.2) An important function of effective management is accurate measurement of employee performance. This chapter discusses the foundation, design, and implementation of performance measurement systems. In addition, it describes the principles of effective performance management so that the reader will have an understanding of how to create a positive appraisal environment. ANNOTATED OUTLINE I. What is Performance Appraisal? (PPT 7.3) Performance appraisal involves the identification, measurement, and management of human performance in organizations. Organizations usually conduct appraisals for administrative (a decision about an employee's working conditions, including promotions and rewards) and/or developmental (a decision concerning strengthening the employee's job skills, including counseling and training) purposes. Dissatisfaction with appraisals is rampant. HR professionals, line managers, and employees voice dissatisfaction. Many workers have difficulty with appraisal, which may account for the short life span of the average appraisal system. II. Identifying Performance Dimension (PPT 7.4) The first step in the performance appraisal process is identifying what is to be measured. Managers must identify the aspects or dimensions of performance that determine effective job performance. This process seems simple, but it can be quite complicated...
Words: 5141 - Pages: 21
...Chapter 1 Formal performance appraisal plans are designed to meet three needs, one for the organization and two for the individual: 1. They provide systematic judgments to back up salary increases, promotions, transfers, and sometimes demotions and terminations. 2. They are a means of telling a subordinate how he is doing, and suggesting needed changes in his behavior, attitudes, skills, or job knowledge; they let him know "where he stands" with the boss. 3. They are also being increasingly used as a basis for the coaching and counseling of the individual by the superior. Before World War II, only a handful of companies and the military conducted regular formal performance appraisals concentrated more on an individual's personality and traits than on actual achievements against goals and formal analyses of the behaviors that produced those results. Peter Drucker's (MBO), moved from trait assessment to the development of a procedure that concentrated on goal setting, placed responsibility with the subordinate, and made the appraisal process a shared responsibility between subordinate and manager. McGregor's focus was on performance, not personality. Manager, he argues, must abandon the role of THERAPIST and become a coach. General Electric conducted a scientific study Called Work Planning and Review, this appraisal system combined aMBO with the conventional once-a-year, comprehensive, supervisor-controlled appraisal STUDY; analyzing the effects of the...
Words: 8033 - Pages: 33
...article entitled Performance Appraisal in the Contemporary World gives a great overview of how important performance appraisals are. The way that its employees perceive an organization in important. There are five components of interaction within an organization. These consist of structure, system, culture, leader behavior and employee’s psychological needs When employees are satisfied, their perception of the organization is positive. Employers demand commitment and dedication from their employees and the employee expect more from the employer . Performance appraisals are a great way to determine how effective an employee is. These are conducted on an individual level. Performance appraisals allow an employee to be rated on specific goals, tasks, and accomplishments that they conduct over a period. An individual is typically rated based on their contributions to the organizations goals as well. Providing feedback to an individual can be very beneficial to reward them for what they have accomplished as well as feedback regarding improvements they could make. There are four different methods of a contemporary performance appraisal. These are performance appraisal by assessment Centre’s, performance appraisal by behaviorally anchored rating scales, management by objective, and performance appraisal by human resource accounting method. There is also a customer feedback method for those that might be involved with sales. An employee's performance can identify strengths...
Words: 1490 - Pages: 6
...Performance appraisal Performance appraisal is a universal phenomenon in which the organization is making judgment about one is working with and about oneself. It serves as a basic element of effective work performance. Performance appraisal is essential for the effective management and evaluation of staff. It aims to improve the organizational performance as well as individual development. The history of performance appraisal is quite brief. Its roots in the early 20th century can be traced to Taylor's pioneering Time and Motion studies. As a distinct and formal management procedure used in the evaluation of work performance, appraisal really dates from the time of the Second World War - not more than 60 years ago. Performance appraisals have been increasingly implemented by most modern organization as a tool for employee assessment. Performance is an employee's accomplishment of assigned work as specified in the critical elements and as measured against standards of the employee's position. The term “Performance Appraisal” is concerned with the process of valuing a person’s worth to an organization with a view to increasing it. Traditional Appraisal system; Performance appraisal is developed as a simple method of income justification. Appraisal used to decide whether the salary of an individual was justified or not. The decrease or increase in pay depends upon employee’s performance. Modern Appraisal System: Performance appraisal is defined as a structured formal interaction...
Words: 1350 - Pages: 6
...characteristics of the ideal appraisal system? In order for an appraisal system to be effective, it should possess the following characteristics: • Clear Objectives: The objectives of performance appraisal should be clear, specific, timely and open. • Reliable and Valid: Appraisal system should provide consistent, reliable and valid information and date. Appraisals should measure what they are supposed to measure. • Standardization: The appraisal form, procedures and rules should be standardized. There should be well-defined performance criteria and standards. Employees should be made fully aware of these standards as appraisal decisions affect all employees of the group. • Training: Evaluators should be given training in procedures and principles of appraisal. They should be provided with knowledge and skills in designing appraisals, conducting post appraisal interviews and correcting rating errors. • Fob Relatedness: The appraisal system should focus attention on job-related behavior and performance. It should provide information on job related activities and areas. • Mutual Trust: Before introducing the appraisal system, a climate of mutual trust, cooperation and confidence should be created in the organization. Under the system, the employees should be treated in a supportive manner. • Feedback and Participation: The ratings should be communicated to both the employees and the raters. The employees should get information on their performance and the system should involve employees...
Words: 1040 - Pages: 5
