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ALISON: Fundamentals of Human Resources

Comments about The employment cycle - Human resource management: performance appraisal

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- Module: The employment cycle
- Topic: Human resource management: performance appraisal

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  • Zekkethal Vargas-Thomas Other Performance appraisals have and can be used to motivate individuals to continue strive in their position of success or assist in notifying individuals their areas of challenges and opportunity/options to improve.
    2014-12-13 07:12:13

  • Olanike Oladapo Nigeria In the process of performance appraisal employee should be tested on practical situations not only on theory.They should test their human relation tendency,if the can be a good team player or a team leader. They should be given the opportunity to display their different potentials.if these are put in place it will be easier in determining their performance appraisal
    2014-11-06 13:11:34

  • Mavis Ampomah Ghana Establishing performance standards 1.The first step in the process of performance appraisal is the setting up of the standards which will be used to as the base to compare the actual performance of the employees. This step requires setting the criteria to judge the performance of the employees as successful or unsuccessful and the degrees of their contribution to the organizational goals and objectives. The standards set should be clear, easily understandable and in measurable terms. In case the performance of the employee cannot be measured, great care should be taken to describe the standards. 2. Communicating the standards Once set, it is the responsibility of the management to communicate the standards to all the employees of the org anization. The employees should be informed and the standards should be clearly explained to the employees. This will help them to understand their roles and to know what exactly is expected from them. The standards should also be communicated to the appraisers or the evaluators and if required, the standards can also be modified at this stage itself according to the relevant feedback from the employees or the evaluators. 3. MEASURING THE ACTUAL PERFORMANCE The most difficult part of the Performance appraisal process is measuring the actual performance of the employees that is the work done by the employees during the specified period of time.It is a continuous process which involves monitoring the performance throughout the year. This stage requires the careful selection of the appropriate techniques of measurement, taking care that personal bias does not affect the outcome of the process and providing assistance rather than interfering in an employees work. 4. Comparing actual performance with desired performance The actual performance is compared with the desired or the standard performance. The comparison tells the deviations in the performance of the employees from the standards set. The result can show the actual performance being more than the desired performance or, the actual performance being less than the desired performance depicting a negative deviation in the organizational performance. It includes recalling, evaluating and analysis of data related to the employees’ performance. 5. Discussing results [Feedback] The result of the appraisal is communicated and discussed with the employees on one-to-one basis. The focus of this discussion is on communication and listening. The results, the problems and the possible solutions are discussed with the aim of problem solving and reaching consensus. 6. The feedback should be given with a positive attitude as this can have an effect on the employees’ future performance. Performance appraisal feedback by managers should be in such way helpful to correct mistakes done by the employees and help them to motivate for better performance but not to demotivate. Performance feedback task should be handled very carefully as it may leads to emotional outburst if it is not handing properly. Sometimes employees should be prepared before giving them feedback as it may be received positively or negatively depending upon the nature and attitude of employees.
    2014-10-16 17:10:21

  • Isaac Ngbejume Nigeria How can appraisee cope with rule change at the middle of the game
    2014-09-18 13:09:59

  • S Raphael Ouedraogo Burkina Faso what is the role of appraisal ?
    2014-08-25 15:08:50

    • Mavis Ampomah Ghana Motivation and Satisfaction Performance appraisal can have a profound effect on levels of employee motivation and satisfaction - for better as well as for worse. Performance appraisal provides employees with recognition for their work efforts. The power of social recognition as an incentive has been long noted. In fact, there is evidence that human beings will even prefer negative recognition in preference to no recognition at all.
      2014-10-16 17:10:15
    • Mavis Ampomah Ghana Appraisals are judgments of the characteristics, traits and performance of others. On the basis of these judgments we assess the worth or value of others and identify what is good or bad. In industry performance appraisal is a systematic evaluation of employees by supervisors.
      2014-10-16 17:10:37
    • S Raphael Ouedraogo Burkina Faso appraisal is to evaluate the individual performance of employee. this evaluation leads to correct weaknesses and to recognize the deserve of each employee. the objective is the increasing of employees performance
      2014-08-25 15:08:17
  • kondwani gama Malawi Whats the best time to carry out performance and what methods can be taken to take an appraisal
    2014-07-08 10:07:31

    • Mavis Ampomah Ghana Appraisals may no longer exist as once-a-year phenomena. A growing number of companies are opting for mid-year - and even quarterly - reviews. The main argument in favor of this trend is that it may not be wise for a company to wait as long as one year to assess employee performances.
      2014-10-16 17:10:52
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