Human Resource: Performance Appraisal
Performance appraisal is a formal review of the employee's performance. This involves a structured discussion between the direct supervisor and the employee. Performance appraisal occurs periodically depending on the policies followed by the organization. The review identifies the employee's strong points and areas for improvement. The review also reflects the employee's progress within a specific time frame.
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Purpose
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In a number of organizations, appraisal results help in quantifying rewards outcome. It distinguishes the excelling employees in terms of performance. It can be a basis of granting performance bonuses and promotion. On a similar note, it identifies the employees who need more guidance, training, and motivation. In severe cases the review can be a reference for employers in deciding whether to dismiss or demote an employee.
Considerations
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An HR performance appraisal should measure skills and achievements with an accurate, reliable and unbiased set of criteria. This set of criteria must be applied to all employees. The appraisal discussion should not be the only venue for the supervisor to communicate with the employees, nor should it be the only way to express concerns and suggestions to the employees. Employees should be informed of the performance appraisal and its criteria ahead of time. The performance appraisal process can be truly worthwhile and effective when the supervisor completes a constructive and unbiased appraisal and when the subordinate is willing to respond positively to the feedback given.
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Characteristics
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According to the website performance-appraisal.com, a performance appraisal that encourages open discussion concerning appraisal results is preferred by the employees. They will feel that the process is objective if they are allowed to express their thoughts. Employees must also be assured that the process is designed with the intention of helping them improve their work performance. Unclear and harshly delivered appraisal sparks negative emotions on the employee's part such as anger, resentment and frustration. This leads to unnecessary workplace conflicts and tension and work development stagnancy. Setting performance goals during the appraisal discussion can increase the employee's motivation level, focus and confidence.
Methods
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There are different available methods used to construct a performance appraisal. These methods are varied depending on the form, level and specified target areas. The more modern methods are BARS, MBO and 360 feedbacks. Behaviorally Anchored Rating Scale (BARS) is a system of scales focused on the behavioral aspects exhibited by the employees. MBO stands for Management by Objectives. This appraisal uses predetermined goals agreed upon by both the employees and the manager as basis for evaluating the employee. 360 degree feedback involves receiving feedback, not only from the supervisor, but also from work colleagues.
Benefits
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Conducting performance appraisal gives the supervisor and employee a chance to talk and address some issues that are sometimes overlooked. The appraisal process provides the chance to correct existing problems and clear out certain conflicts. It encourages employees to perform better. In a free talk with the manager, employees may also voice out concerns that impede them from performing better. Managers use such information to improve different work aspects such as policies, training, evaluation procedures and scheduling.
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