Performance appraisal strengths and weaknesses

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performance appraisal strengths and weaknesses

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Performance appraisal strengths and weaknesses

  1. 1. Performance appraisal strengths and weaknessesEmployees can benefit from constructive criticism throughout their employment, notjust during the job search process. Performance appraisals are an ideal way for amanager to offer guidance as to where their employees could improve upon currentperformance, but the potential for this type of situation to be conducted incorrectlymeans that careful planning is of great importance.The purpose of any performance appraisal programme is employee development:improving the future performance of an individual to meet the aims and needs of thecompany going forward. The key with conducting performance appraisals is toidentify factors that might have previously prevented better performance and defineappropriate ways in which they can be overcome in the future.Appraisals do not have to be especially time-consuming, but it is important that theyallow managers to provide employees with open and honest feedback and consider theprogress, skills development, personal development and areas for improvement for theindividual concerned.Benefits of appraisalsManagers and employees can benefit from performance appraisals, providing thatguidelines are followed. Employees will be clear of work priorities and will knowhow well they are progressing. Communication between employee and manager maybe improved and employees will have the opportunity to raise any difficulties theyhave encountered. Understanding the contribution that they make to the success of theorganisation and identifying future training needs are additional benefits for theemployee.PlanningManagers should never underestimate the importance of allowing time to prepare wellfor performance appraisals. Plan to conduct the appraisal in a room where you willencounter few disruptions and ensure you allow enough time. Seek to create a relaxedatmosphere and let the employee know ahead of time, when the formal appraisal willtake place and what will be addressed. Consider the employees present performancelevel: what they do well and what their weaknesses appear to be.Appraisal structuresThe structure of a performance appraisal should be notably more formal than otherprogress reviews and the content should have more of a process focus than a taskfocus. The appraiser should review and give feedback on the employees performanceto date and discuss how well initial expectations have been met, identify theemployees strengths and weaknesses, evaluate the effectiveness of any training thathas taken place and identify future training needs, and look at career development andthe long-term expectations of the role.
  2. 2. Setting objectivesWhen setting objectives during performance appraisals, refer to specific pieces ofwork or aspects of behaviour performance and ensure that there are measures forassessing progress and achievement that are agreed and understood. Objectives shouldrequire employees to push themselves further, but not be so demanding that achievingthem is unrealistic.Appraisals should always be well documented and signed by both the manager andthe employee. Records do not need to be particularly long, but they do need to includea summary of the performance review, including evidence of what has been achievedand identification of areas that need to be improved.It is important to make sure the employee is aware that performance improvement isthe primary purpose of the appraisal and that you are keen to make it a positiveexperience. Be willing to admit when you have made mistakes and recognise theemployees successes. Be honest when you discuss negative aspects of employeesbehaviour and direct criticism at the work as opposed to personality.http://performanceappraisalebooks.info/ : Over 200 ebooks, templates, forms forperformance appraisal.

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