Free Sample: Developing A Performance Appraisal System paper example for writing essay

Developing A Performance Appraisal System - Essay Example

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.

Free Sample: Developing a Performance Appraisal System paper example for writing essay

Developing a Performance Appraisal System - Essay Example

Performance Appraisal Many believe that the purpose for performance appraisals Is to micro manage employees. However, I feel that this Impression has stemmed over time by employees who work under micro micromanages, in response to intrusive and patronizing procedures of the organizations administration.

Job performance appraisals have known to be responsible for anxiety and negative gossip within an office environment, due to the generally familiar association of what a negative appraisal can ultimately result in demotion, suspension, or even worse, termination. On the other side of the coin, a costive performance can be met with employee acknowledgment I. E. , promotion, bonuses, or other rewards as seen fit by the company’s guidelines. Understanding the value of the employees abilities is crucial to the success of any structured organization.

There are a variety of reasons for developing employee evaluations and assessments, but productivity, motivation, and efficiency are all domineering factors for encouraging optimum employee performance Elements of an Appraisal System Developing a well-organized performance appraisal system can be challenging yet, very rewarding and beneficial to an organizations staff, If It is created n a way that helps to encourage employees to meet specific short and long-term goals efficiently.

The general purpose for developing an appraisal system is to ensure that employees are meeting particular standards, priorities, and goals set within each area and determine how effectively and efficiently these employees are meeting, exceeding, or failing to meet those set expectations. (Sealed PhD Sows PhD, 2011). To simply put it, performance appraisals are designed to observe, assess, and record an employees overall Job performance and then use that Information to roved feedback to the employee, as well as management. Gabon, Bean Humans, 2011). This assessment allows management a platform, not only to discuss an employees shortcomings, but more importantly, it can help to motivate and positively reinforce a workers efforts and accomplishments. A well-though out appraisal system should involve the following key elements planning, creating, observation, grading, and rewarding. Proper planning and delivery of the appraisal system can Induce gratitude and appreciation, rather than fear of the process encouraging high performance and productivity of the employees.

The appraisal system can assist the organization with removing those employees who show a continuous lack of effort, low productivity, and an unwillingness to grow or learn from their reviews. For those who not only strive to meet, but exceed company expectations the reward system can assure a more joyful, productive work environment. Employees can be should be rewarded and praised for anything simple to complex I. E. , attendance, attitude, and meeting more specific goals and objectives.

However, It Is Important to not allow simplicity overshadow what is relevant quality should always be a more valuable set than attendance Performance appraisal systems should focus on the following attributes and be able to define the purpose, related tasks, and responsibilities for each Job description. The performance goals, calculated outcomes, and priorities of each task should be clear and concise to the employees, as well as the managers or defined and will be the key components of the objective.

Employees and managers should communicate in the interim and feedback should be given to help the employees reach their goals while keeping the morale high. Managers and supervisors should keep accurate records of the assessments, signed by both the employee as well as the appraiser, and maintained in the employees file for future reference. For those employees who may struggle to meet set expectation and standards, management should pursue training and development to assist with the employees performance, giving them the opportunity to improve before officially terminating.

Preparing and Administering the Appraisal Employee appraisals should be scheduled accordingly and systematically to help prepare all involved. Appraisals should be done in a private, comfortable setting that can help to relieve any predisposed anxiety. All documentation, self-assessments, and feedback should be gathered and reviewed to ensure a fair and accurate valuation. Both the employee and manager should examine the employees actual performance in comparison to the standards set by the organization and discuss any or all potential development.

Because there is always room for improvement, I highly discourage giving any employee all Exceptional marks if an employee is continuously exceeding expectations then management should consider assigning new challenges and assignments which can help the employee advance further. Following the Performance Appraisal Upon completion of the evaluations, employees should walk away considerably more knowledgeable about their productivity, performance, and abilities, along with the confidence that management will help them to meet their goals if they fall short with further training and development opportunities.

Free Sample: Developing a performance Appraisal System paper example for writing essay

Developing a performance Appraisal System - Essay Example

Nicole Leukemia-Morton An original performance appraisal system for a human service organization is something that helps a business succeeds. This is done by hiring employees, having the right managers to manage the business, and to stick to a system that helps out step by step. Having good managers to step rules and keep the business running smoothly. Also this system helps manage thing to the point that they are able to give rewards to everyone that deserves It (Peter M.

Ketene, 2002). The purpose of a performance appraisal system is to make sure that all employees know how they are doing and how they can improve their performance. This is done by giving them feedback and their evaluation from a manager or boss of some sort (“Studded”, 2013). This is usually done yearly, but to make sure everyone is doing their Job to perfection managers should do a review weekly to make sure that until the yearly appraisal is done, every employee knows how they are doing.

This is because policies hang every day and nothing is ever set in stone, so by doing a weekly meeting will keep everyone up to date on everything dealing with the business. The purpose of a performance appraisal Is to make sure that all employees are aware of all problems their maybe In their performances or In the company (“Studded”, 2013). The elements to a good appraisal system are: set objectives, manage performance, carry out the appraisal, and provide rewards/remedies. The first one is set objectives, this is where you and the employees agree on objectives and decide what objectives the employee should have (“Www. Awful. Com”, 2009). The second one is manage performance, this is something you need to have so that your employees do what you expect and all the tools and training will be given to them. The third one is carrying out the appraisal, this is where you follow your employee’s performance and discuss their performance with them whether it’s good or bad. The last one is provide rewards/remedies; this Is where you give your employees rewards like raises or bonuses. This only happens if they are doing their Job right and if they are not then you will have to think of a way to fix their performance.

There are basically four key elements to having a good appraisal system. The first one Is based on observed Job- related behavior; this Is where objectives and goals are made for the employee by a manager. The second one is conducted by trained superior. This is where a their performance (“Employers Association”, n. D. ). The third one is based on written policy and guidance, this is where an employee gets a book that as all the policies, guidance’s in it for employees to learn and follow. Like everything else these book as to be presented to the head of the business for approval.

The last one is provide for employee feedback and input, this is where an employee can challenge a manager on how they rated them and ask for a better explanation on to why they thought these things (“Employers Association”, n. D. ). To conclude, an appraisal system is a very important part of a business. This will help a business to get the right employees in the right positions. This system tells a business if when their employees are doing the Job correctly very day, whether they are doing well or bad.

Then after a manager supervises their employees they pull them to the side one by en to talk to them about their performance and how they can do better. When they hire people they will give the employees they hire books that have rules, regulations in it for them to learn and follow. Also a manager will tell an employee of any kind of rewards and the length of time they have to meet their goals. The rewards can be a promotion or a pay raise of some kind. An appraisal system is there to benefit a business so that they can get the right employees in their doors to do the Job to perfection.