Performance Appraisal Systems- defined Performance appraisal system is a method by which an employees job performance is evaluated in terms of quality, quantity, cost and time, this is usually conducted by a manager or supervisor. This system has the following benefits; Feedback, Goal Setting, Career Management, Objective Assessment, Legal Protection and Improved Performance (Terrence H. Murphy:2004).
Pre-Appraisal Activities and their benefits Planning. Documentation. Review of past appraisals. Work standards. Communicating the system. View slide
Post-Appraisal Activities and their benefits Post appraisal Meeting. Communicating Performance. Planning. Setting new targets. View slide
Feedback on the employee appraisal
can lead to dissatisfaction in them.
It can lower the morale of employees.
It can give them a sense of being incompetent.
The employees can reject the appraisal criteria.
Performance judgment can be biased.
Benefit of working with employees It is important for companies to work with employees on career development, because it will help the organization to align the goals of individual workers and the overall goals of the organization.
Teams initiate change
Effective teams serves as an asset to the organization.
It can identify problems and solve it.
Strategy to assess team performance Management By Objective
Difference Between evaluating Team Performance and Individual Performance Employees prefer being evaluated on individual basis. Employees loose confidence. Individual efforts are not recognized. Free riders in teams take advantage as they also get the reward of completing the task. Individual performance is more accurate. Employee is rated on the basis of their own performance and level of productivity. They alone get the credit for the work done.
Adopting Succession Planning Succession planning refers to creating logical management progression. Forecasting future employee need. Ensuring availability of competent people to take over a higher position. It decreases the instability in the organization.
How succession planning can be used The choice of candidate. Development Timings
Succession Planning Process Identify Key positions. Develop an exit strategy. Develop a list of KSA required. Identify two employees that have shown success. Determine if the employees would like to participate in succession planning. Schedule time for succession planning development. Identify specific development and training opportunities.
Conclusion This presentation covered the following objectives:
What is a Performance Appraisal System
Benefits of a Performance Appraisal System
The recommended pre-appraisal activities and their benefits
The recommended post-appraisal activities and their benefits.
Problems and setbacks with feedback
Steps in delivering a performance appraisal for optimal value.
Benefits of working with employees to further their career goals.
A strong evaluation system must be incorporated in the organization for performance appraisals.
Proper positive feedback must be given to employees in order to improve their productivity.
Rewards and Promotions should be based on performance.
Organization should work towards employees career development.
Effective teams must be formed and their performance must be evaluated effectively.
Proper Succession planning is crucial for an organization to meet future needs and prepare employees to be future leaders of the company.
References Archer North & Associate (1998) : Introduction to Performance appraisal. Antonioni, David: Improve the performance management process before discontinuing performance appraisals.
Olson, Richard F (1991): A Guide to Greater Productivity.
Edwards, Mark. R., and Ann J. Ewen (1996): 360 Degree Feedback: The Powerful New Model for Employee Assessment & Performance Improvement.
Hammer, Leslie B., and Karen M. Barbera (1997):Toward an Integration of Alternative Work.
Koziel, Mark J.(2000):Giving and Receiving Performance Evaluations.
Myers, Joel(2001):How to Evaluate Your Evaluation System.
Heidrick & Struggles (2010):CEO Succession Planning Lags Badly Research Finds.
Alan Nankervis (1992): Strategic human resource manegement.
Miles, Stephen A. & Bennett, Nathan (2001): Succession Planning Best Practices.
Michele McDonough(2011): The importance of succession planning in a project management strategy.