All organizations utilize some sort of system that periodically reviews the performance of every staff member. As the director of human resources, you are responsible for developing such a system. Write a 750- to 1,050-word paper In PAP format that details an original performance appraisal system for a human service organization. Address the following: Determine the elements that should be present in an appraisal system. What is the purpose of a performance appraisal system and how does It benefit the organization?
Outline the elements of good appraisal systems. Determine the criteria for each element that should be present in an appraisal system. Cite at least two sources. Determine the elements that should be present In an appraisal system The elements that should be present in an appraisal system are thorough goal-setting process, which decide what you want from employees and agree these objectives with them. The key component of the people element is the manager, who give your employees the tools, resources and training they need to perform well.
The manager drives the yester by setting expectations, communicating plans, encouraging development, and giving and receiving feedback. Carrying out the appraisal allow managers to monitor and assess employees’ performance, discuss those assessments with them and agree on future objectives -It also Identifies employees’ developmental needs and Includes robust reward and recognition practices. Consider pay awards and/or promotion based on the appraisal and decides how to tackle poor performance. However, there can be dangers as well as benefits of linking rewards to reference.
What is the purpose of a performance appraisal system and how does it benefit the organization? The purpose of a performance appraisal system is the two basic systems operating In conjunction: an evaluation system and a feedback system. The main goal of the evaluation system is to recognize the performance gap (if any). This gap is the deficit that occurs when performance does not meet the standard set by the organization as adequate. The central aim of the feedback system is to notify the employee about the quality of is or her performance. Nonetheless, the information flow is not entirely one way.
The appraisers also receive feedback from the employee about Job problems, etc. ) One of the best ways to appreciate the purposes of performance appraisal Is to look at it from the different viewpoints of the main stakeholders: the employee and the 1 OFF Outline the elements of good appraisal systems 1 . Measurement vs.. Management the performance measurement aspect of the performance appraisal system is a useful tool for measuring current productivity evils and determining the gap between those current levels and desired productivity levels. . Employee Input Employee input is a vital element of the effective performance appraisal system. It is essential for supervisors and managers to include the employee in the performance management process to ensure that the employee feels a sense of engagement in the process. 3. Clarification of Expectations Before a manager or supervisor can expect an employee to meet expectations, it is essential to ensure that the employee’s perception of what is expected is in ligament with the manager’s perceptions 4.
Employee Development Perhaps the most essential element of an effective performance appraisal system is employee development. While the performance appraisal itself may identify areas where improvement is necessary, the employee development portion of the overall performance management system is used to determine the best way to bring this improvement to fruition. System There are four key elements in a good performance and appraisal system: Set objectives – decide what you want from employees and agree these objectives with them.
If appropriate, set timescales for achieving them. – Manage performance – give your employees the tools, resources and training they need to perform well. If appropriate, set timescales for achieving objectives. – Carry out the appraisal – monitor and assess your employees’ performance, discuss those assessments with them and agree on future objectives. – Provide rewards/remedies – consider pay awards and/or promotion based on the appraisal and decide how to tackle poor performance. However, there can be dangers as well as benefits of linking rewards to performance.