...Contents 1. Introduction 2 2. Basic concepts of Performance Management and Appraisal 3 2.1. Key elements of performance appraisal 3 2.2. Preparing for an appraisal 5 2.3. How to set achievable goals 6 2.4. The role of job descriptions 6 2.5. Who will administer appraisals? 7 3. How to conduct an appraisal 9 3.1. Problems in appraisal 9 3.2. Best practice 10 4. Conclusion 11 5. Bibliography 12 1. Introduction Once an employee has been chosen for a job, and has been doing it for long enough, their performance should be evaluated in order to provide feedback on the quality of the employee’s appointment, qualifications, work, etc. Performance appraisal is the ideal opportunity for top management, as well as the Human Resources Management department, to see which aspects of the performance of a worker need improvement, what kinds of development program can be provided, and what support will be necessary for the process to be completed. Performance review revises both past performance and the goals of future performance. Appraising an employee’s performance is an essential part of performance management, but does not constitute the entire process of management. It is one of the tools which HRM has at its disposal to get a grasp of the work, goals, and motivations of the workers in a company. 2. Basic concepts of Performance Management and Appraisal Performance management is an amalgamation of different activities that, once collected...
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...plan, strategy with in organization as whole and between the employee and employer. Because of this Senyucel (2009:9) say “Organizations depend on people. We can even be more direct and say, there can be no organization without people. Organizations do what people do. An organization behaves the way its employees behave, the way its managers direct it.” “HRM is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an array of cultural, structural and personnel techniques.” Storey (1995: 5). Among the personnel technique used to deploy a highly committed and capable workforce doing performance appraisal periodically is the vital one. The well known Management writer BRECH (1975:693) states the following about performance appraisal and organization objective Performance appraisal is periodically assessing the performance of individual against predetermined standard; identifying personal strengths and weakness determining training needs. The good performance by individual in his/her role should...
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...Human Resource Management Analysis of an Appraisal System Submitted to Professor Kaushik Choudhury By Aravind Mahendran, Mansi Makhijani, Nakul Paruthi, Nikhil Abhishek Mishra, Shishir Kumar 3.04.2015 Gautam Budh Nagar, U.P., 201314 ABSTRACT Appraisal is a continuous yearly exercise done by the HRD department of any organisation to evaluate the performance of the employees. It is a very important tool which can motivate employees to perform better and gain respect in an organisation. This project tries to find out the effectiveness of an appraisal system in today’s corporate culture and also tries to find out the loopholes in it which causes its failure. INTRODUCTION When a company makes any investment it evaluates...
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...Group B Performance Management & Appraisal Performance Management and Appraisal Submitted to: Md. Abu Bakar Siddique Adjunct Faculty, School of Business Studies Southeast University Submitted by: Name | ID | Batch | Section | A. N. M. Sadiqur Rahman | 2015010004080 | 20th | C | Mazidul Hoque | 2014210004060 | 19th | C | Ranajit Chowdhury | 2014010002005 | 36th | C | Muhammad Atiq Ullah | 2011110002006 | 28th | C | | | | | Course Title: Human Resource Management and Practices Course Code: HRM 5186 Date: April 13, 2015 Letter of Transmittal April 13, 2015 Md. Abu Bakar Siddique Adjunct Faculty, School of Business Studies Southeast University Subject: Submission of the assignment on “Performance Management and Appraisal” Dear Sir, It is a great pleasure and honor to us to submit the assignment on “Performance Management and Appraisal.” In this assignment, we have tried to describe the performance management and appraisal system theoretically. We have prepared this assignment in a details format with adequate information search and to prepare an effective & creditable assignment, we have tried our level best to conduct this in a professional manner. We have found the study to be quite interesting, beneficial, & insightful. We hope that you will find this assignment worth of all the labor we have put in it. We welcome your entire query & take pride to answer them. Thanking You. On behave of Group B A. N. M. Sadiqur Rahman ID: 2015010004080...
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...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...
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...Methods of Performance Appraisal BBA (day) Course Code: 602 Course Title Submitted by Assoc.prof. Md.Rafiqul Islam Faculty of business studies Dhaka international university Prepared By Mahbub Alam Roll:-43 Reg:-241063 Batch:-33/A BBA (day) Session:-2010-2011 Human resource management Page 1 Methods of Performance Appraisal A. Concept B. What performance Appraisal? C. About Performance Appraisal D. The performance Appraisal process. E. Objectives of Performance Appraisal. F. The Four Phases. G. Method of Performance Appraisal. i. ii. Past Oriented Methods Future Oriented Methods 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. Rating Scales: Checklist: Forced Choice Method: Forced Distribution Method: Critical Incidents Method: Behaviorally Anchored Rating Scales: Field Review Method: Performance Tests & Observations: Confidential Records: Essay Method Cost Accounting Method: Comparative Evaluation Method (Ranking & Paired Comparisons): i. Ranking Methods ii. Paired Comparison Methods H. Formula Of Performance Appraisal I. Conclusion Human resource management Page 2 Methods of Performance Appraisal C ONCEPT Agencies are required by the Government Performance and Results Act of 1993 to establish program goals and report organizational performance to stakeholders, including the Office of Management and Budget and the Congress. This creates pressure to use methods that improve organizational performance and maximize goal achievement. Using...
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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...
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...Phoenix Human Capital Management 531 Laurene Collins April 26, 2010 Career Development Plan Part III Management is a word that encompasses many tasks. The particular tasks this paper is addressing will be the role of managers using a tool such as a performance appraisal to help shape the careers of future managers. Whether the manager likes it or not at least once a year he or she will need to do appraisals for the staff he or she is in direct responsibility for. Doing appraisals should be looked upon as a tool that can help all involved. Performance reviews are stressful for both managers and employees. Criticism is usually hard for the giver and the receiver. A performance appraisal needs not be stressful or critical. The tool should be looked upon as a way to improve one’s skills and career. Most individuals want to do the best job one can do therefore, by learning and improving from using the appraisal tool the sky should be the limit for the individuals involved. The appraisal form attached offers both the manager and the employee the opportunity to answer the same questions prior to the actual appointment. By giving everyone involved a voice there will be less chance for feeling unimportant and lead to the possibility of open communication between the two. The appraisal form has a section after the two come together to compare and come up with a mutual plan for success in the coming year. This particular type of appraisal method can be used...
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...Performance Appraisal System Discussion – Part I Team D University of Phoenix Human Capital Management – HRM 531 Scott Beck August 30, 2010 Abstract As a group, it was discussed the means of converting an individual appraisal system into an appraisal system for team application. In discussion, the points considered include: a) differences between the two appraisal systems, b) difficulties of evaluating team performance, c) unique needs of a team appraisal system, and d) team motivations and expectations. Performance Appraisal System Discussion – Part I Learning Team D requested individual performance appraisals from each learning team member. Following a review of four submitted, it was agreed to move forward with Metin Natzli’s submission. The selected performance appraisal lends itself well to the 360 degree view approach. Each team member evaluates the team, from their own perspective, and the supervisor provides the final evaluation using the same form. Use of the standardized form allows for ease in comparison and grade compilation. The performance review measures the job-relevant strengths and weaknesses of the newly created sales team. Team members access the form electronically through Interclean’s intranet. As each team member moves through the form, answers are saved and transmitted to the supervisor upon completion. All fields require an answer prior to advancing to the next section; this ensures a thorough evaluation. Results...
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...EFFICIENCY OF EXISTING PERFORMANCE APPRAISAL SYSTEM FOR OFFICERS IN SRI LANKA NAVY BY LCdr (ASW) TR DANIEL PGD in Defence Management Naval and Maritime Academy (Accredited to General Sir John Kotelawala Defence University) DECLARATION I declare that this dissertation contains no material which has been accepted for the award of any other degree or diploma in any university or equivalent institution, and that to the best of my knowledge and belief, contains no material previously submitted or written by any other person, except where due reference is made in the text of this Dissertation. I carried out the work described in this under the supervision of Captain (ND) KJ Kularathne, RSP,Psc,MSc(D&SS) ........................................................ Date:.......................... TR DANIEL 7001 COMMENTS OF THE SUPERVISOR ..................................................... Date ........................................ KJ KULARATHNE,RSP,Psc,MSc(D&SS) Captain (ND) Sri Lanka Navy ABSTRACT Sri Lanka Navy is one of the largest organization in Sri Lanka with nearly 55000 men & women are working to date .SLN is not only one of the largest, but also diverse as more than 20 major professions are cohesion to form this organisation. Officers form the backbone of this large organisation; SLN and better performance of officers is a necessity to achieve organisational...
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...Personnel appraisals, although very widely used, have well-recognised shortcomings and limitations. Even when the process emphasises appraisal rather than counselling, it is far from universally satisfactory. There are certain barriers which work against the effectiveness ol appraisal system. The identification of these barriers is necessary to minimise their impact on the appraisal system. Among the principal barriers to effective appraisal programmes are: 1. Faulty assumptions, 2. Psychological blocks, and 3. Technical pitfalls. (1) Faulty Assumptions Because of the faulty assumptions of the parties concerned—superior and his subordinate—in appraisal system, it does not work properly or objectively. These assumptions work against an appraisal system in the following manner: (i) The assumption I hat managers naturally wish to make fair and accurate appraisals of subordinates is untenable. McFarland feels that both .superiors and subordinates show tendencies to avoid formal appraisal processes, as well as to heed them in their respective work roles. Their organisational roles, and partly in technical deficiencies and the unwise management of appraisal policies and procedures. (ii) Another faulty assumption is that managers take a particular appraisal system as perfect and feel that once they have launched a programme, that would continue forever. They expect too much from it, and rely too much on it, or blame for their faults. It should be recognised that...
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...Performance Appraisal Student’s Name University Affiliation Performance Appraisal Introduction Every organization aims at directing all their efforts and resources in ensuring that they meet the goals and the objectives that are set by the organization. The main aim of any organization is making sure that they maximize on their profits and also minimize their cost. To be able to do this, the company must make sure that all the efforts and resources are well oriented to the success of the organization and in making sure that there is a good oversight system in place to help make sure that there are little or no deviations from the organizational goals and objectives. This is why performance appraisal is very important for any organization. Performance appraisal is defined as a system or a method through which the quality of the employees work is gauged to help guide them in to developing their careers and also to help the organization in achieving success in their objectives. Performance appraisal is the process that involves collecting data analyzing it and also recording it to help keep track of individual employees in an organization and also to measure the relative worth of the an employee to an organization. A performance appraisal analyses various aspects of an employees including aspect such as their success, their failures, individual strength as well as weakness, how they manage pressure situations and how well they work under these situations, their suitability...
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...systems? 1) _______ A) they reward exemplary performance B) they encourage employees to continue to increase their skillsets C) they reward employees on an objective basis D) they help to promote product quality 2) This term refers to a difference between the output of a human judgment processes and that of an objective, accurate assessment. This difference could be due to bias, prejudice, or other subjective, extraneous influences. 2) _______ A) content validity B) a first-impression effect C) rating error D) the performance appraisal process 3) In 2009, employees were expected to earn average merit increases of what percent? 3) _______ A) 8.3% B) 2.9% C) 5.2% D) 1.3% 4) Management by objective is part of which type of performance appraisal system? 4) _______ A) behavioral observation scale B) behaviorally-anchored rating scale C) goal-oriented system D) trait system 5) This occurs when a rater generalizes good performance behavior in one aspect of the job to all aspects of the job. 5) _______ A) negative halo effect B) positive halo effect C) first-impression effect D) similar-to-me effect 6) Which comparison system requires the rater to place a specific number of employees into groups that represent the entire range of performances? 6) _______ A) the critical incident technique ...
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...Career Development Plan Part III – Performance and Career Management Damesha N. Horace HRM/531 Human Capital Management June 21, 2010 Career Development Plan Part III- Performance and Career Management A training and mentoring program was implemented for the new InterClean sales force. Our next step is to develop a performance and career management program that continues to work in alignment with the company’s new strategic direction. Performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. Performance management reminds us that training, strong commitment, and hard work alone is not enough to achieve desired results. InterCleans major contribution of performance management is its focus on achieving results – the sales team will be trained to engage directly with facilities managers, health care professionals, and operational executives in their customers' organizations (University of Phoenix, n.d). In addition to performance management, career management is a critical tool that will be applied to provide employees with a life long, self-monitored process of career planning that involves setting personal goals and formulating strategies for achieving them. The development of a performance and career management program will explain the employee feedback process, manager’s assistance with helping employee’s reach a higher level of performance, opportunities for advancement...
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...Performance appraisals are a hot subject in management and organizations these days. Organizations rely on employees to complete business tasks in a timely and competent manner because their reputation may depend on the performance of its employees. It’s essential that organizations develop a performance management system to assist in evaluating their employees. The performance management system is usually used for annual employee evaluations. The performance management system can be performed in various formats such as rating employees on a scale of 1 to 10 or giving a rating of excellent, good, average, or poor. Now, that I have discussed what performance management system is, it’s time that I elaborate on an example of this system. I would like to discuss the “rank and yank” philosophy and if I agree or disagree with it. I will also discuss Burger King’s performance appraisal. According to the textbook, “rank and yank requires managers to force-rank employees according to some preset distribution” (Milkovich, Newman, and Gerhard, 2011, p.376). With this process, an organization ranks their employees against each other and then terminates the lowest end of the rankings. The terminating component of this process is considered as the yank. I have read that more than 50 percent of the Fortune 500 companies used a form of this system. But some companies use rank and yank only to get rid of their lowest performing employees in times of financial crisis. The allege purpose...
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