Performance Appraisals Essay

Performance Appraisals Essay
Performance Appraisals are integrative assessment tools which are advantageous to organizational effectiveness. The administrators of the
performance appraisals usually are managers or human resource professionals. Making sure the appraisal tool is valid, reliable, standardized, and
appropriate for the position is only part of the process. Unfortunately it's not uncommon for employees to be in the dark regarding their performance,
or areas of weakness, if a lack of communication exists. The ability to be proactive with one's employees is where I feel the success lies. "Research
shows that managers with poor communication or interpersonal skills are often the downfall of a company's otherwise sound performance management
program...show more content...
The real life example, which I felt was most comprehensive to use for this paper was my sister, Andrea. She works for one of the largest worldwide
liquor companies. Her current position is Field Marketing Manager for Florida; previously she was Market Manager for a region of Florida. Andrea
has worked her way up the ladder and has been with them for 6 years. This is a male dominated industry and gender discrimination is unfortunately par
for the course – both within the company and with accounts. She has worked very hard to get to where she is now. There is heavy competition from
males bonding with her director. He doesn't attempt to bond with her as she is the minority ... a female.
Every year she is given a performance appraisal which includes a self–assessment. They use the Global Performance System (GPS) worldwide for all
their employees. I had the opportunity to see both a previous and more current Performance Appraisal. The previous used a 10–point Behaviorally
Anchored Rating Scale (BARS) and her overall was 6.2, which according to her, is on par with colleagues. The more current appraisal tool utilized a
Likert Scale of 1–5 with 3 being average. If you feel you are doing your job well, you usually rate yourself at a 3 or 3.2. To date she has never
received a rating from her director being higher than 3.3. There was one rated at 4, which was for (HTP) meaning High Performing Team. Evidently
within this company, average is the norm scoring. She
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Introduction
Nowadays, every company has their human resources department that plays a large part of an organizations and a key to affect business succeeds or
not. There are two core threads of human resources department are individual and organizational learning, individual and organizational performance.
Human resource management should possess a good management systems and framework; ensure human ability is all used to achieve organization
goals. Include strategic human resources management, equal employment opportunity, staffing, talent management and development, total rewards,
risk management and worker protection, employee and labor relations. The best organizations understand that managing human resources effectively
involves more...show more content...
Difference between performance management and performance appraisal
Performance management focus is on performance management, identifies measures, manages, and develops the performance of people in the
organization. It is designed to improve worker performance over time. Emphasis is on performance improvements of individuals, teams and the
organization. It will continue process with periodical performance review discussions and then performance planning, analysis, review, development
and improvements. Defining and setting performance standards are an integral part and designed by the human resources department but monitored
under the each departments. Developmental needs are identified in the beginning of the year on the basis of the competency requirements for the
coming year. There is review via mechanisms. However performance appraisal focus is on performance appraisal and ratings. It is just a part of the
performance management process. Identifies measures, evaluates the employee's performance, and then discusses that performance with the employee.
Normally it is an annual exercise though periodic evaluations are made. The main functions are on ratings and evaluation. The most important
component is rewards and recognition of good performance of staff. Designed and monitored by the human resource department. Developmental needs
are identified at the end of the year on the basis of the appraisal of competency gaps. There are review mechanisms

Essay on The Performance Appraisal
Introduction Performance appraisal is a process that structures your relationship with employees while providing a legal protection for your company
(DelPo, 2007: 8). Traditionally, performance appraisal has been the responsibility of the immediate manager, following the belief that direct managers
are the best source of performance feedback (Barnes–Farrell, 2001). Performance expectations/ outputs and critical aspects of performance are
determined from job analysis and set as standards or goals. Often, performance requirement are defined in behavioral terms and measured using
calibrated or anchored scale, ranging from low to highly effective. The focus of appraisal is the comparison of the actual performance to performance
expectations,...show more content...
Under performance appraisal, managers are encouraged to use regular interaction to create opportunities to convey understanding of multi–level
performance objectives and to shape performance through continuous discussion and feedback (Grote, 1996). A concern over precise measurement
and instrumentation has connected the term performance appraisal more with the annual appraisal interview and not with the ongoing process
(Wong and Snell, 2003). As a reaction to the widespread dissatisfaction associated with performance appraisal as typically practiced, more needs to
be improved. This study will focus on the impact of performance appraisal approach on employees and also investigate the relation between
performance appraisal and employees performance. This is generally evaluated on a five criteria: (a) employee development potential, (b)
administrative ease, (c) personnel research potential, (d) cost, and (e) validity (Milkovich and Newman, 2002). Literature Review Bowen and Ostroff
(2004: 203–204) contend that the guiding logic for a performance appraisal system must develop employees' skills, knowledge, and motivation such
that the "employees behave in ways that are instrumental to the implementation of a

Essay on Performance Appraisals
Performance Appraisals have been around for several years. Every year employees and managers both dread this time of year. The employees
dread it because they are not looking forward to the feedback they will hear from their boss. The boss is dreading it because they are wasting time
filling out the "standard" form, and basically checking the box that the appraisal has been completed. In our textbook it states, "Giving performance
feedback is the No. 1 dreaded task of managers (Kreitner 283). Performance appraisals should not be a dreaded part of the job for the employer or
employee. Employers this it is hard to remember all of the different aspects throughout the year, as well as finding time to present it to the employee.
There are...show more content...
Their bosses thought that by giving them a bonus or pay increase would suffice, and they would continue doing a good job. "Sometimes this basic
system succeeded in getting the results that were intended; but more often than not, it failed" (Archer North). As researchers dug more into the details,
they found that employers really needed to look more into what motivates employees and not to assume that money is the only motivator. From their
studies, they were able to see that companies should look more at the morale and self–esteem of their workforce. Once this information was revealed,
the use of rewards as the main motivator was pushed to the side. "The general model of performance appraisal, as it is known today, began from
that time" (Archer North). In today's business world, performance appraisals are still widely used, yet at the same time very criticized. One of the
reasons appraisals are criticized is some feel that they are a waste of time and are not value added. Samuel Culbert, author of the book,"Get Rid of
Performance Reviews" states, "This corporate sham is one of the most insidious, most damaging, and yet most ubiquitous of corporate activities"
(Culbert). He goes on to say that, "Everybody does it, and almost everyone who's evaluated hates it" (Culbert). He feels that appraisals are worthless
and should never be a method used for giving employees feedback. After doing more

Questions On Performance Appraisal
QUESTIONS:
1.Based on your view of the objectives of performance evaluation, evaluate the perspective about performance appraisal presented by the managers.
Basically, performance appraisal is a review and discussion on the performance of an employee with responsibilities and duties. This appraisal is
based on the results of the work produced by the employee and not from the employee's personality characteristics. According to Edwin Flippo, he said
that "Performance appraisal is a systematic appraisal, periodic, and not partial to the employee excellence, in other matters related to the present job
and the potential for a better job".
Every company that exists, there must have their own objectives to ensure the company is success regardless the one–plant company or small
company. So, based on my view of the objectives of performance evaluation, one of the objectives that presented by manager is about motivation and
reward. The motivation and reward is for the worker to make...show more content...
The manager can try to improve the worker, coach them, and work with them but sometimes it doesn't work. Based on my opinion, I think this
perspective is quite affect in which the worker feel challenge and afraid if their performance decreases. So, they will be more effort in manage their
work to be better.
In conclusion, the advantages and disadvantages given to employees have pros and cons. The performance appraisal need to give according to their
actual performance in which when the worker have a good performance, they can get benefit or reward for themselves. Otherwise, the worker that does
not have a good performance, the managers no need give them the benefit. Sometimes, the worker those not really good in their performance, the
manager also can give the moral support or motivation to improve their performance. It also can benefit the

Performance Management And Performance Appraisal
1.Introduction
1.1.Performance management and performance appraisal
The definition of the term 'performance management' varies in different literatures. As Hutchinson(2013) summed up, combined with Den Harton's
theory(2004), it is a continuous process which links individual and team objectives with organizational goals by measure and improve employee's skill
and performance. According to Armstrong (2012),human resource management aims at making sure the organization has the most talented, skilled and
engaged people in order to attain its goals. In this context, performance management is one staple practice helping managers identifying and retaining
most competent employees as well as correcting poor performance.
In a typical and effective process of performance management, as demonstrated in Figure 2.1, performance appraisal is not the only but a vital element
because it is the activity which evaluate the outcome of the work, recognize the achievement and weaknesses and give employees and managers a
straightforward result on these(Armstrong, 2009, Hutchinson, 2013). From a modern perspective, performance appraisal covers more areas not only
on what have been achieved but also on the attitude and contribution of the operator (Hutchinson, 2013), which enhance the functions of identifying
training needs.
Figure 2.1 process of performance management
1.2.The Renren Inc.
Renren Inc. has been one of the biggest social media platforms in China owning three main

Performance Appraisals : Performance Appraisal
Performance Appraisals Performance appraisals are used to rate several things in organizations in regards to employees and their performance. There
are several types of performance appraisals that can be given. The textbook mentions three different types of data that performance appraisals collect.
The types of data include trait data, behavioral data, and outcome data. Three types of performance appraisals that will be discussed further are the
unstructured method, 360–degree feedback, and the grading and checklist method.
Three types of performance appraisals The unstructured method is just as it sounds this appraisal method doesn't have a set structure. This is an older
performance appraisal method. Supervisors' opinion is how the employee is rated; "the unstructured method relies on the superior subjective opinion,
without an objective rating scale" (Griffin, 2016). This a trait–focused performance appraisal and is not very reliable, it focuses on personality which is
not an effective way to judge work ethic. Next, is the 360–degree feedback method. This performance appraisal method "enables the employee to
receive feedback from his superior, his peers, and his subordinates" (community for Human Resource Management, 2016). This method can be helpful
in identifying your work ethic from several different aspects. It can provide a basis for improvement, getting input from others that watch you work
and work with you everyday. Lastly, grading and checklists is the final

Essay on Performance Appraisal
Performance appraisals are a major component of human resource management systems used by organisations to measure and manage what is
considered to be the most valuable resource available to them; human capital. This report aims to evaluate the effectiveness of performance appraisals
and its application to both the employer and its employees, taking into consideration various rationales for its implementation. This will be achieved
through an in depth review of the concept of performance appraisals, its evolution in corporate organisations and existing literature on the topic, and
the effects (both positive and negative) to the organisation as a whole and to its employees. It will be argued that despite being of relative importance to
...show more content...
According to Briscoe & Schuler (2004), performance can be viewed as a combination of several variables, such as motivation, ability, working
conditions and expectations. Variables which have a direct effect on employee productivity in organisations and the ability of such organisations to
meet its strategic objectives. As such, performance appraisal systems seek to align employee behaviour, activities and performance to organisational
objectives and corporate strategy.
As stated earlier, performance appraisals are an important part of performance management. By itself, it's not performance management but one of the
tools used in managing performance. Common anecdotes tend to state that organisations that conduct performance appraisals have performance
management systems which are false. Performance management is broad in the sense that it is a congruence of activities which involve the
management of individuals and groups to achieve high levels of organisational performance. Performance appraisals on the other hand are operational
activities concerned with the individual and their performance and development. Feedback and data received from performance appraisal activities
feed into other elements of performance management to develop a consistent performance language and a high performance culture, but in itself can
never be performance management (Risher, 2003).
Informal performance appraisal systems have existed in organisations for centuries

Performance Appraisal Research Essay
3.0METHODOLOGY
From the above study, an overview of performance appraisal in relation to management and its importance to the field of Human Resource Department
was provided. One problem introduced, is the growing unwillingness on the part of organizations to experiment with performance appraisal approaches.
Unfortunately, much of this experimentation does not make its way into the supporting body of knowledge. The other problem concerns performance
appraisal research from the employee perspective. Although the reactions of employees to performance are of growing research interest, study lags far
behind work done from the managerial or organizational perspectives. These two problems, alone, suggest many avenues of research and any number
...show more content...
Out of the 9 item analyzed, 8 items had a rating of average and 1 item was poor. None of the items had scored above 2.9 and the lowest being 1.8 for
item 2.
This shows that the periodic orientation programmes are not at all conducted to explain the objectives and other details of the appraisal systems. Item
3 have a mean score of 2.3, which is below average. This reflects that the managers do not spend time to discuss with their subordinate about their
performance. For item 4 it was seen that the mangers do not take performance appraisal seriously (Table–1).
Case study: Performance appraisal in Jitambue Organization
The case study of this study was Jitambue, a London–based non–profit, private organization providing alcohol and drug addiction treatment and
education services. Founded in 2000, Jitambue has established a leading reputation for addiction treatment and research. In addition to annually
treating 5,000 and 10,000 individuals and families, Jitambue publishes millions of books and other materials each year, and graduates several hundred
professionals through its addiction treatment certification and Master of Arts education programs. Jitambue employs more than 1,000 people at six
African locations, though majority work from the three London locations.
Jitambue's application of the Twelve Steps addiction recovery process emphasizes treating patients with dignity and respect. Also, Jitambue

The Problems with Performance Appraisal
Assessment 1 – Essay
The problems with performance appraisal
Introduction
Formal performance appraisals form an integral part of overall performance management programs in many organisations. Indeed, for many decades
performance appraisals have been a key method for monitoring employee performance and they often play a major role in promotion or salary
increments. However, though appraisals continue to be widely used, there is significant and ongoing debate about the validity of results obtained, as
well as their effectiveness in positively influencing employee productivity and performance.
This paper examines performance appraisals in the modern organisation. It discusses the development of performance appraisal...show more content...
Indeed, it could be argued we are yet to see an end to the complexities and nuances of this area. For example: a study by Duarte, Goodson and Klich
(1991) showed that the amount of time the employee had worked with the supervisor could significantly inflate ratings; a study by Wayne and Liden
(1995) showed that impression management could trigger similarity feelings in a supervisor and thereby inflate ratings; and a study by Padgett and
Ilgen (1989) showed that consistent performance resulted in the performer being attributed non–present prototypical behaviours. While it is unclear
whether these studies are merely discovering additional practical examples of the cognitive errors discovered earlier, there is clearly ongoing difficulty
in overcoming these errors.
Beyond these cognitive problems, appraisal research has developed further to include the effect of the social or organisational context. Longenecker
and Gioia (2000) refer to this simply as the 'politics' of appraisal and argue that even where appraisals are well structured and appraisers are well
trained, they will still deliberately fudge the results for contextual reasons they feel are compelling. In their study they found this deliberate
manipulation was common and that the most common reasons for manipulating ratings were to avoid

Performance Appraisal Employee appraisal is a method of measuring and evaluating employee job performance. The employee evaluation consists of
regular reviews at different intervals every six months or yearly reviews. The performance appraisal includes performance training, determining who
will evaluate employee performance, evaluating job performance, and communicating results to employees. By conducting a performance evaluation, it
can increase understanding of improving the problems that occur within the performance evaluations. In this research paper, it summarizes the findings
for the specific areas of the performance appraisal process. Also, an integration of contextual applications is analyzed. Additionally, in the hopes of
future research investigation and considerations, critical observations on this concept will also be present. Conceptual Summary According to Mark
Bishop (2011), to increase employees and organizational performance, leaders, need to have dedicated resources, enhance training delivery methods,
and provide relevant feedback. Researchers Diamantidis and Chatzoglou proposed the following hypotheses, "... if training programs introduce
appropriate new job–related behavioral norms such as knowledge, skills, and behavior, it will result in achieving positive results. The training content
should be inspired by employee 's actual job duties to have a positive effect on the training transfer. The trainees' ability to succeed in specific daily job

Performance Appraisal Of The Employees Essay
Introduction Introductory paragraph In the organizational structure the performance appraisal of the employees is an important and key factor for
the success of the organization. It is a practice which is established for the assessment of the employees performance and findings ways to improve
the performance. The mehtod of performance appraisal has am impact on the pay of individuals, and other organizational success. This process is
also designed to deal with problem behavior. The process of performance appraisal is the best way to improve the performance of organization
because with the help of this process the employees know their weak points and try to overcome those to improve the organizational efficiency (Rasch,
2010) Performance appraisal is defined as "a structural formal interview between subordinate and supervisor, that usually takes the form of periodic
interview (annually or semi–annually), in which the work performance of the subordinate is examined and discussed, with the view of identifying the
weaknesses as strengths as well as opportunities for improvement and development" (DEcENZO and Robbins, 1995). Appraisal performance of
individual, groups and organizations is something important for all organizations to succeed and achieve its objectives. Also it is used to evaluate the
performance of the employees and monitor them to achieve the desired goal. Organizations usually apply performance appraisal to achieve certain
objectives, and these objectives may

Performance Appraisal
ASSIGNMENT # 2
PERFORMANCE APPRAISAL
Content
Introduction........................................................................................................................3
Job description....................................................................................................................4
Performance appraisal method...........................................................................................5
Identification of appraiser...................................................................................................6
Conclusion..........................................................................................................................7...show more content...
Bus drivers are employed by urban transit system, elementary and secondary schools and private transportation companies. According to Service
Canada the job prospects in this occupation is good having an annual average salary of 43,895.
Thus, customer service skills are important because of the interaction with passengers. For a school bus driver is essential to ensure the safety of the
children, which may include accompanying students across the street and providing first aid in emergencies. The following skills are very important
for a bus driver: active listening, operation monitoring, social perceptiveness – being aware of others' reactions and understanding why they react as
they do, equipment maintenance, operation and control, reading comprehension, coordination, time management, speaking, and critical thinking using
reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
Performance appraisal method
Measurement of bus driver performance starts with the evaluation of skills and effectiveness during and following the year of work. The primary
objective of performance appraisal is to establish whether drivers are performing their job safely serving the customer adequately, and following work
rules, policies, and procedures that ensure efficiency and cost–effectiveness.
Analyzing the above information and knowing the job description for a bus driver, the behaviourally anchored rating

Performance Appraisal Essay
Brief Overview of Performance Appraisal
Performance Appraisal can be referred to as a method of evaluating your employees. Using this method, the performance of an employee is evaluated
in terms of the quality, quantity, cost and time. Performance appraisal can be regarded as a part of career development.
According to the modern approach of performance appraisal, it can be regarded as a formal interaction between a superior and a subordinate, usually
taking place periodically, during which the performance of the subordinate is discussed with the aim of identifying the strengths and weaknesses of the
subordinate. This takes place mainly to help the subordinate enhance his skills and also to analyze the opportunities that are available...show more
content...
Need for an Appraisal
The basic intention of performance appraisal is to make the employee realize how their performance has been. One of the effective ways to realize the
aims of the performance appraisal is to look at it from different viewpoints '' that of the employee and that of the organization.
Employees' perspective
From the employee's perspective the purpose of performance appraisal is important in four ways. Firstly, to inform the employee as to what are his
duties in the organization. Secondly, to measure his performance and let him know how far is he on the expectation scale. Thirdly, it is useful in order
to assist the employee in improving his performance. Lastly, if the employee has worked efficiently, due to the existence of performance appraisal, the
employee will be effectively rewarded.
Organizational Perspective
From the perspective of the organization, one of the main reasons for carrying out performance appraisal is to establish and maintain the principle of
accountability. According to the researchers, the main cause of organizational failure is non–alignment of responsibility and accountability. This
mainly occurs when the employees are burdened with responsibilities but are not accountable for the way in which the work is being carried out. What

mainly happens here is that since the employees are not accountable, the organization

Essay on Performance Appraisal
'The problems associated with performance appraisal systems can be overcome by improvements to their design and implementation'. Discuss with
reference to the orthodox and radical critiques of performance appraisal.
Introduction Performance appraisal is an opportunity for an employee or those employees who are concerned with their performance, to get engaged in
a dialogue with their reporting supervisors about their performance and development and the support required from their reporting supervisors to
improve their performance. Performance appraisal is an important part of the performance management strategy. Performance appraisal is only one of
the aspects of the performance management process. Since, performance appraisal is...show more content...
It follows the model of prison where prisoners can always be observed by prisoner guards but they cannot be seen by the prisoners. As managerial
intentions are translated into managerial actions and it ignores the issue of human agency. (Human Resource management journal: volume 6 no 3).and
can be used to strengthen authority relationship.
The employment studies institute (IRS: 2001) suggests that appraisal is a victim of its own expectations; it expects an employee to deliver in too
many areas. Organisations may focus on development, identifying future potential, reward, identifying poor performers, or motivation. In the IRS
survey (IRS 2005b) 92 percent of companies used appraisal to determine training and development needs of their employees while 65 percent of them
used it to determine pay with 43 percent of them using the system formally or informally to determine bonuses within their organisation. However, as
these approaches clash the results are typically unsatisfactory and such kind of surveys cannot be relied upon to determine employee needs as per the
performance appraisal. Egan (1995) argues that the problem with appraisal not only relates to poor design or implementation, but it is deep rooted in
the basic reaction of organisational members to such a concept. (Human resource Management: Torrington,Hall & Taylor)In organisations where
there are too many expectations or too much to deliver the

Performance Evaluation Essay
There is a purpose in doing performance evaluations, in which it helps management make general human resource decisions. Performance evaluations
provide input to help make important decisions such as promotions, transfers and even terminations. Also, could help to identify training and
developments they need, as well help develop programs and providing feedback to employees on how they performed on their review. Performance
evaluation can help to see who will get merit pay increases and other rewards. In the scenario, I have three concerns about the evaluation that our
manager is using. The first concern is the three items that they used to evaluate, friendliness, neatness and attitude, which are not in itself a dreadful
start, but...show more content...
When using individual task outcome; you could be evaluated on such things as the quantity produced, the scrap generated in production, and the cost
per unit. Evaluating behavior, you would look at how the employee is helping other coworkers, making suggestions for improve the work
environment, and volunteering for additional duties. The behavior is the focus on interaction towards others and the organization. Evaluating traits
are a little more trickery than the other two because it is farthest removed from the actual performance of the job. When looking at traits, you look to
see if the person has a respectful attitude, do they show confidence in their job, are they dependable, and are they always busy, or do they possess a
wealth of experience. These traits are routinely used as criteria for assessing an employee's level of performance. When using a method like the
360–degree to give a performance evaluation has a great advantage for everyone. It helps give the employees in an organization a sense of
participating in the process of the person evaluation. By including coworkers, customers, and subordinates; it allows a more accurate reading on the
employee's evaluation. Each of these people can give various views about the employee because each one is from different parts of the organization,
or even an outside source review on the person can be very valuable. In our scenario, it could be good

Performance Appraisals
The Performance Of Performance Appraisal Sanjeev Kumar Saxena – Jodhpur Today, most of organisations attempt to develop the outlook and
performance of its employees by using multiple and complex training and educational programmes. In comparison to this, several academician 's,
researches and professionals hold that the personality of employees is generally developed when they learn several dimensions of job while working.
Similarly, it is also believed that proper development of the personality of an employee by exercising В‘on the job ' will be more useful when the
organisation simultaneously gets related feed back through a systematic method of performance appraisal. Performance appraisal is a process of
obtaining, analysing and...show more content...
Today, the traditional confidential report method is widely used by immediate supervisors as a major determinant of subordinate 's promotion and
transfer. This report deals with the year work and general opinion of the later toward the employee. It has also been observed that 33 per cent and
14 per cent of five star and heritage hotel respectively also used appraisal by result modern method of performance appraisal because frequently
feedback and supervisor subordinate interaction are the key factors of this method. The superiors play supportive counselling and coaching roles. The
employee is judged on the basis of the achievement of targets and not in term of operational methodology. Whereas 100 per cent of the one and
unapproved hotels do not use any of the method of performance appraisal as they have informal system of performance appraisal. Performance
appraisal though very widely used an probably sound in theory but it presents a numbers of problems in actual practice. The obstacles which are noted
quite common and more frequent during the research are: Unskilled supervision An ineffective form of performance appraisal, inadequate procedures,
infrequent evaluation, fear of offending employees and unfairness, failure to follow up. Therefore, an

Performance appraisals are a hot subject in management and organizations these days. Organizations rely on employees to complete business tasks in a
timely and competent manner because their reputation may depend on the performance of its employees. It's essential that organizations develop a
performance management system to assist in evaluating their employees. The performance management system is usually used for annual employee
evaluations. The performance management system can be performed in various formats such as rating employees on a scale of 1 to 10 or giving a
rating of excellent, good, average, or poor. Now, that I have discussed what performance management system is, it's time that I elaborate on an example
of this system....show more content...
Therefore, I believe that there is a better way to manage and improve performance. Management should explore the reasons of performance problems
and empower their employees to reach a resolution. There is nothing wrong with organizations identifying their bottom performers but offer ways to
improve their performance. Instead of the organization terminating the employees, they could offer them training, mentors, and even cross training to
improve their performance. After these steps have been taken and employees are still performing poorly, then management should consider termination.
Burger King is an international fast food chain that specializes in hamburgers, fries, and other items. Burger King Restaurants are located in more than
60 countries and throughout the United States. Burger King continues to differentiate themselves from McDonald's and Wendy's by hiring outstanding
employees. However, performance appraisals have an effect on the majority of the employees. Many managers and even employees consider
performance appraisals to be a complete waste of time because they are manipulative, demanding, and ineffective. But performance appraisals are
essential in improving the organization's performance. For years, Burger King used an employee appraisal that embrace seven performance dimensions
which were leadership, ability, job, knowledge, work output, attendance, and

The most important purpose or goal of the appraisal is to improve performance and hence productivity in the future. Performance appraisals allow
employees to see where they are at and managers can get valuable information from employees to help them make employee's jobs more productive.
Performance appraisals sound great in theory but the odd thing is that they often don't get done, and many managers, supervisors and employees hate
them. Legal implications, concerns about fairness and accuracy, costs and time are some of the issues which perhaps incline some managers to avoid
performance appraisals but the reality is companies which have adopted this system find the benefits to be more than rewarding.
As a result of appraisals, managers'...show more content...
What evidence do you have that you accomplished your goals?
As you look back over the past year, what are the areas in which you could have improved? What changes would you like to make?
What tools/processes or resources help you do your job best? What would enhance your job productivity?
Did you complete the activities as agreed? What did you learn and apply from them?
What is the one thing you most appreciate from your supervisor? What is one thing you wish you had more or less of? http://www.centeronline.org
/files/Content3/AssocModelSamples/geia_evaluation.pdf Review job description (1.2) and select measurable tasks:
1. Keeps team focused and motivated. Teamwork
2. Facilitates communication between employees and him/herself. Communication
3. Ensures the needs of customers are conveyed efficiently to the team members.
(Meetings held) Communication
4. Designs and implements successful sales campaigns that achieve sales and quality targets. Innovative

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