Slide 2 Performance appraisal

Effective performance reviews produce outcomes that benefit the staff and the organizations. According to Schneir (1982) performance appraisal includes the identification, measurement, and management of human performance in organizations. Performance appraisal is a set of procedures. Is a process that needs to be tailored to the operations of a business. A performance appraisal is good for employees’ growth which in turn contributes to the company’s success.

Slide 3

The main purpose of performance appraisals is to help an employee improve their job performance. During the performance appraisal it is time to look objectively at how an employee is meeting the job’s expectations. Providing feedback to the employee of how well they are doing is the easiest part of performance appraisal. Letting the employee know that they are doing a great job is positive reinforcement which result in the employee continuing to perform at its best. In the contrary, informing an employee that he is not performing as expected is difficult, but necessary.

According to Schneir (1982) appraisal should be more than a past-oriented activity that criticizes or praises workers for their performance in the preceding year. Rather, appraisal must take a future-oriented view of what workers can do to achieve their potential in the organization. This means that managers must provide workers with feedback and coach them to higher levels of performance. When performance appraisals are performed correctly they can be key in developing employees and improving their performance. Slide 4 Preappraisal activities that will ensure the performance appraisal processes is beneficial to the employee and the company There are several important tasks that need to be done prior to the appraisal so the appraisal can be off to a good start.

First,