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How Effective Performance Appraisals Can Increase Employee’s Performances.

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How Effective Performance Appraisals can Increase Employee’s Performances.
Alisa Johnson
BUS 303
Farrell Martin
September 7, 2015

How Effective Performance Appraisals can Increase Employee’s Performances In the world we live in today it is always important to know and understand how we are performing on our jobs. Even if you own your own company your customers will either give you a good review or a bad one by word of mouth by telling others how good or bad your company really is. When working on a job for a company, most companies have a performance appraisal to let you know how well or not so well you are doing. In this paper I will show how a performance appraisals is used and how effective it is at increasing employee’s performances. Performance appraisals as stated by Carolyn Youssef (2012) is “The process through which employee performance is assessed, feedback is provided to the employee, and corrective action plans are designed” (section 6.2, par. 1). Most employers give performance appraisals after 6 months to a year of service and then every year on your anniversary date of employment with the company. Performance appraisals is based on your work ethics and how well you carry out your duties. Some performance appraisals is followed up with a raise or promotion but not all the time. Performance appraisals is geared to either better your performance or enhance your already great performance. However we must all look at performance appraisals as a way of knowing what are strengths and weakness are rather then expect what we may get from a performance appraisals. As stated by Debbie Pennock (1992), “Unless you are promoting the employee right then and there, don’t predict promotions, responsibility changes, salary increases or anything else you are not delivering that day. Things change; position opportunities might change; you just never know what might

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