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Employee appraisal format
 

Employee appraisal format

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Employee appraisal format

Employee appraisal format

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    Employee appraisal format Employee appraisal format Document Transcript

    • Employee appraisal formatPerformance management is the process of creating a work environment or setting inwhich people are enabled to perform to the best of their abilities. Performancemanagement is a whole work system that begins when a job is defined as needed. It endswhen an employee leaves the organization. An assessment of an employee, process,equipment or other factor to gauge progress toward predetermined goals. Performanceappraisal process is a part of performance management system.Performance appraisal process is a process by which a manager or consultant examinesand evaluates an employees work behavior by comparing it with preset standards,documents the results of the comparison, and uses the results to provide feedback to theemployee to show where improvements are needed and why. Performance appraisals areemployed to determine who needs what training, and who will be promoted, demoted,retained, or fired.Before developing an appraisal form one should know about the job on whichperformance management have been focusing. An appraisal form must have the upperportion possessed the general information regarding employee such as his/her name, age,location, department, reference, period covered, time in present position, length ofservice, appraisal date & time, appraisal venue, and appraisers name.Remember that an ideal appraisal form has three portions, first, for appraisee in whom he/she has to state his/her understanding about the main job roles, duties and responsibilitiesmake sure that the form mention all the guidelines for the appraisee. While in theappraiser part he/she will mention purpose of the job appraisal. He should clarify the jobpurpose and the priorities where necessary.The most critical and crucial part in this appraisal form is the discussion part. Whilediscussion between the appraisee and the appraiser the focal points will be as: Has thepast year been good/bad/satisfactory or otherwise for you, and why? What do youconsider to be your most important achievements of the past year? What do you like anddislike about working for this organization? What elements of your job do you find mostdifficult? What elements of your job interest you the most, and least?What do you consider to be your most important aims and tasks in the next year? Whataction could be taken to improve your performance in your current position by you, andyour boss? What kind of work or job would you like to be doing in one/two/five yearstime? What sort of training/experiences would benefit you in the next year? Not just job-skills - also your natural strengths and personal passions youd like to develop - you andyour work can benefit from these.
    • At the last stage the appraisee should list the objectives that he set out to achieve in thepast 12 months. An honest and fair appraisal system form must have signature area forboth appraisee and the appraisal which showed their consent of being agreed what all hasdone in the whole process and management system.http://performanceappraisalebooks.info/ : Over 200 ebooks, templates, forms forperformance appraisal.