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Considering Relevant Objectives for Performance Appraisal (CROPA
- 2. Mahmood Qasim To establish the relevance of objectives in performance appraisal it is important to consider in the light of organizational objectives.
- 3. Mahmood Qasim APPRAISAL & MANAGEMENT STYLE There are number of tools available to evaluate performance of employees but the best result can only be yield if the appraising tool is matched with the management style prevailing in the organization.
- 4. Mahmood Qasim APPRAISAL & COMMUNICATION Appraisal is a refined form of corporate communication therefore it has a rightful place in an organization’s communications policy. However it would not do any good if appraisal is introduced to improve poor communication.
- 5. Mahmood Qasim Appraisal & Motivation How individuals are managed has a direct relevance to how motivated they are likely to be. For managers who take the motivation of their staff seriously, performance appraisal is an indispensable tool.
- 6. Mahmood Qasim APPRAISAL & REWARD There is something fundamentally right about allowing those who achieve more and contribute more in an organization to reap a larger proportion of the rewards it has to offer.
- 7. Mahmood Qasim APPRAISAL & REWARD Money As a basis for distributing pay, a performance appraisal scheme can be helpful, particularly if it concentrates on quantifiable standards and targets.
- 8. Mahmood Qasim APPRAISAL & REWARD Promotion The concept of discussing promotion potential and career planning has always been warmly welcomed by employees.
- 9. Mahmood Qasim APPRAISAL & REWARD An Employment Benefit A company in south-east England advertised “staff appraisal” alongside items such as health schemes, subsidized lunches and season ticket loans, as an employment benefit. The organization demonstrated faith enough in appraisal by advertising it as a benefit.
- 10. Mahmood Qasim APPRAISAL & PERFORMANCE STANDARDS Discussing and agreeing standards of performance is an ongoing part of the manager’s job, as is continual assessment and considering how to maximize performance potential. Appraisal is a formal extension of this responsibility.
- 11. Mahmood Qasim APPRAISAL & PLANNING Plannig current and future staffing needs is a legitimate aim in performance appraisal.
- 12. Mahmood Qasim APPRAISAL & PLANNING Manpower Planning Consistently applied across an organization, performance appraisal should give wealth of data about who is in the right job, who wants to change jobs and who should be considered for development or promotion.
- 13. Mahmood Qasim APPRAISAL & Planning Job Content Appraisal is an ideal situation in which to discuss and recognize changes in job content which have not been previously formalized.
- 14. Mahmood Qasim APPRAISAL & PLANNING Evaluating Trends Appraisal can be extremely useful in highlighting certain trends. Managers can learn a great deal about the impact of their management style and practices, and how they might make changes for the better.
- 15. Mahmood Qasim APPRAISAL & RECORD KEEPING Maintaining records of performance appraisal is essential. New managers may need to refer to it for various reasons. Records help in designing action plans, it comes very handy if an employee claims unfair dismissal.
- 16. Mahmood Qasim APPRAISAL & STAFF RETENTON Both continuous and formal appraisal must be seen as a way of identifying problems before they reach the point of no return and another employee ends up as a statistic on the labor turnover analysis.
- 17. Mahmood Qasim APPRAISAL & IT’S BENEFITS Considering the objectives of performance appraisal in the context of managing people is to consider its many benefits. These benefits will apply in varying proportions to organizations, to managers and to individuals.