...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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...Performance Reviews What is Performance Appraisal? A performance appraisal is a review and discussion of an employee's performance of assigned duties and responsibilities. The appraisal is based on results obtained by the employee in his/her job, not on the employee's personality characteristics. The appraisal measures skills and accomplishments with reasonable accuracy and uniformity. It provides a way to help identify areas for performance enhancement and to help promote professional growth. It should not, however, be considered the supervisor's only communication tool. Open lines of communication throughout the year help to make effective working relationships. Each employee is entitled to a thoughtful and careful appraisal. The success of the process depends on the supervisor's willingness to complete a constructive and objective appraisal and on the employee's willingness to respond to constructive suggestions and to work with the supervisor to reach future goals. Why Appraise Performance? Periodic reviews help supervisors gain a better understanding of each employee's abilities. The goal of the review process is to recognize achievement, to evaluate job progress, and then to design training for the further development of skills and strengths. A careful review will stimulate employee’s interest and improve job performance. The review provides the employee, the supervisor, the Vice President, and Human Resources a critical, formal feedback mechanism on...
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...Rob's boss, Sweetwater's president assigned him the first task of improving the performance appraisal system used to evaluate secretarial and clerical performance. In this case, the main difficulty is the performance appraisal which was directly tied to salary increases given at the end of the year. The graphic rating forms which were used to evaluate clerical staff were not efficient as these forms never gave the true evaluation of performance. So, to change the faulty performance appraisal system two Sweetwater experts gave their recommendations to solve the problem. The first recommendation was not to use graphic rating forms as this rating method did not provide any clear picture about the good or bad performance. The second recommendation was not to force administrators to arbitrarily rate at least half their secretaries as something less than excellent. The recommendations given by the experts were good and made sense but these recommendations created problems like efficacy of any graphic rating forms if it is compared to the original forced ranking approach used by Rob and what should be the basis of performance appraisal. ANALYSIS OF THE CASE: The job of Rob Winchester was to completely change the performance rating system of the university because the previous system was dealing with high staff turnover ratio and also the process didn’t look just. The initial performance appraisal form was filled by administrators. Administrators had to rate their secretaries on the basis...
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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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...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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...JDT2 Human Resources Task 3 Performance Appraisal System “Presenter’s Notes” Western Governor’s University Grace H. Kwasman April 8, 2014 Introduction “The bottom line in leadership isn't how far we advance ourselves but how far we advance others.” John C. Maxwell Performance Appraisal Systems Performance appraisal is a process by which the job performance of an employee is evaluated. It is a part of employee’s professional development and consist of regular reviews of employee performance within organizations (Wikipedia.org). The performance appraisal is a quintessential part of the human resources management in any organization. Section A- Benefits Big and small, any organization must adopt an effective performance appraisal systems in order to keep their workforce productive, meet company objectives and at competitive edge in today’s market. When effectively used, performance appraisals the benefits to the employee, the manager and the company are invaluable: a. Alignment- It provides a forum to discuss clear understanding of the expectations and what actions are needed to achieve those job expectations for the employee. The manager/company gets the opportunity to connect team and individual objectives with the organizational strategic goals. b. Accountability- During the performance appraisal, the employee are able to gain a better understanding of their faults, strengths and are able to make plan for improvement as needed...
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...EMPLOYEES’ PERCEPTION OF THE PROBLEMS AND PRACTICES OF EMPLOYEE PERFORMANCE EVALUATION: a Case study of Awash International Bank (AIB) BY: ZELALEM BAYISA GURMESSA A project paper submitted to the school of graduate studies of AAU in partial fulfillment of the requirements for the degree of Masters of Business Administration [MBA] Advisor: Dr. TILAHUN TEKLU Assistant Professor of Management Department of Management August, 2007 Addis Ababa University School of Graduate Studies MBA Program Employees’ Perception of the Problems and Practices of Employee Performance Evaluation: A Case Study of Awash International Bank (AIB) BY ZELALEM BAYISA Approval Board Committee ________________________ Chairman, Graduate Studies __________________ Research Advisor __________________ Examiner __________________ Examiner ________ Signature _________ Signature _________ Signature ________ Signature Dr. Tilahun Tek lu Assistant Professor of Management Department of Business Management Faculty of Business and Economics Addis Ababa University Addis Ababa, Ethiopia C E R T I F I C A T E This is to certify that this project work, “Employees’ Perception of the Problems and Practices of Employee Performance Evaluation: A Case Study of Awash International Bank (AIB)”, undertaken by Zelalem Bayisa for the partial fulfillment of Master’s of Business Administration [MBA] at Addis Ababa University, is an original work and not submitted earlier for any degree either at this University or any...
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...for continuously improving the quality of their services and safeguarding high standards of care by creating an environment in which excellence in clinical care will flourish” (“Standards for general practices,” 2015). A method of improving the quality of services and achieving a high standard of clinical practice involves appraising staff performance. Clarke, Harcourt & Flynn (2012) states that in the health sector, a key role in implementing clinical governance is by appraising the performance of staff, this in turn, is critical to containing health care costs and ensuring and improving quality patient care. The intentions of performance appraisals are to maintain and improve a high standard of patient care, however, there are many studies concluding that performance appraisals are not always effective and may even be considered destructive (Bouskila-Yam, & Kluger, 2011). Evidence suggests that appraisals provide minimal satisfaction, as at times can be perceived as unfair, poorly structured and judgmental towards some employees (Spence & Wood, 2007). The reader believes that if performance appraisals were conducted in a manner to suit all parties involved, then appraising staff would be beneficial and critical to improving clinical governance, thus, patient quality care. In the readers’ experience, performance appraisals have not been well presented or conducted by management staff; thus, the reader believing in the appraisal system as ineffective in promoting...
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...Human resource management Noting the importance of experienced store managers, UNIQLO has created positions for them, such as supervisor, block leader, Super-Store-Manager, Super-Star-Store-Manager, and franchise owner. Chosen from store managers, superstar store managers are asked to handle a large amount of stock and budget, and their pay varies depending on their performance. By conducting this personnel policy, the company makes sure that each shop should be the solo profit center with its manager as a hard-working merchant, not an ordinary company employee who is supposed to do his job ordinarily. Young talented employees are always promoted rapidly. Every activity undertaken by every employee, from a person’s folding technique to the way advisers (floor salespeople are called advisers) return charge cards to customers (Japanese style, with two hands and full eye contact) are recorded and analyzed. The firm is now building a Uniqlo University in Tokyo where 1,500 new store managers will be trained each year. Japanese Fashion Chain UNIQLO Introduces Worldwide Equal Pay System Across Its Stores The introduction of these new policies will mean Japanese and foreign employees will be working under the same conditions and therefore subject to the same systems of evaluation with regard to their performance and attitudes towards work. It is believed that with everyone being on an equal footing, worldwide competition will also heat up. On the other hand, if the new pay...
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...I. Employee Appraisal and Performance Evaluation: The performance appraisals at Initech are an essential process for the effective management and evaluation of the organization staff. They are conducted to help each Division develop their individual’s associates, improve their performance, and also for next fiscal years business planning purposes. Performance Appraisals will help to monitor standards, objectives, expectations, responsibilities, tasks, training needs and career succession planning. Also the employee appraisals are used for the evaluation of annual pay and grading reviews, which also coincides with the next year business planning. Performance appraisals at Initech are also important for staff motivation, for attitude and behavior development, communication and for positive relationships between management and staff. Appraisals at Initech do not discriminate against anyone on the grounds of age, gender, sexual orientation, race, religion or disability. II. Appraisal Evaluations: A formal performance appraisal is conducted at Initech, annually for all staff in the organization. Each associate is appraised by their appointed Director over their branch of service. Vice Presidents and Senior executive Assistants are appraised by the CEO. III. Performance Appraisals and Performance Evaluations Methods: Formal annual performance appraisals One-on-One review meetings through out the year Quarterly Business Plan Reviews Coaching and...
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...1.1 INTRODUCTION Appraisal of performance is widely used in society. Usually parents will assess children and top management will assess employees. 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. But this is not very helpful, for the same may be said about almost everything in the field of modern human resources management. However formal evaluation of employees is believed to have been adopted for the first time during the First World War at instance of Walter dill Scott, the US army adopted the ‘man to man’ rating system for evaluating military personnel. During 1920 to 1930 hourly paid workers in industrial units were evaluated on the basis of rating sources. This early appraisal system was called merit rating. In early fifties performance appraisal techniques began to be used for technical, professional, & managerial personnel. A performance appraisal is a part of guiding and managing career development. It is the process of obtaining, analyzing, 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 also the judgment of an employee's performance in a job based on considerations other than productivity alone. Performance appraisal is the process of determining...
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...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 B) hierarchical C) paired comparison D) forced distribution 7) Among the various performance appraisal techniques, this appraisal system is the most defensible in court...
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...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 and group effort to continually improve overall organizational mission accomplishment (Vance, 2006). According to Dessler (2012, p. 332), “Performance appraisal means evaluating an...
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...A PROJECT REPORT ON “EMPLOYEE’S PERFORMANCE APPRAISAL” FOR ANIL INDUSTRIES KATNI PVT. LTD. SUBMITTED TO MODY INSTITUTE OF TECHNOLOGY AND SCIENCE SUBMITTED BY VISHAKHA KEWLANI (BATCH – 2011-2014) GUIDED BY DR. AJAY VERMA DECLARATION I, the under signed, hereby declare that the project report entitled “Performance Appraisal” is a research work made for Anil Industries Katni Pvt. Ltd. is genuine and benefited work presented by me under the guidance of Dr.. The empirical findings in this project report are based on the data collected by me. The matter presented in this report is not copied from any source. I understand that any such copy is liable to the punishment in way the university authority deems fit. The project Report is submitted to Mody Institute of Technology and Science, in the partial fulfillment of the Bachelor’s Degree course in Business Administration. ACKNOWLEDGEMENTS My training at Anil Industries Katni Pvt., Ltd. was a great experience to gain the knowledge one could acquire about Human Resource. The practical knowledge that I have gained during this training period has helped me tremendously to improve my knowledge about Performance appraisal system. I am extremely thanked to Mr. Ishwar Kewlani (Manager, HR.) who gave me an opportunity to work in such a highly esteemed organization. I would like to express my deep sense of gratitude to Mr. Sandeep Kewlani for his inspiring guidance, constant encouragement...
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