Completing and Conducting the Appraisal
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Completing and Conducting the Appraisal

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    Nazish H.
    PK
    Nazish H.

    Employee feedback is very important in any stage of performance evaluation process.

    Nazish H.
    PK
    Nazish H.

    Any Software example or link?

    Adekemi Adekunbi O.
    NG
    Adekemi Adekunbi O.

    Q: What are the important aspects of an improvement plan? Why are these so important? Ans: The important aspects of an improvement plan are mainly six components which are as follows: 1] Define the problem 2] Discuss the behaviors that should be modified, based on the problem 3] List specific strategies to modify the behavior 4] Develop long - and short - term goals 5] Define a reasonable time line for improvements 6] Schedule " check - in" dates to discuss the improvement plan. However improvement plans should not be punitive, but the goal should be to help the employee succeed. Coaching and development should occur throughout the employee's tenure and employee should know before the performance evaluation whether expectations are not being met. However its important because it gives result of employees excellent and poor performance. Q: Name and describe three best practices for a performance evaluation system. Ans: The three best practices for a performance evaluation system are: 1] Goal setting, 2] Frequency, 3] Rewards. 1] Goal setting: This does what the organization hope to achieve with the performance appraisal process. We will need to develop the actual forms that will be used to evaluate each job within the organization, Every performance evaluation should be directly tied with that employee's job description, another decision is to determining who should evaluate the performance of the employee, Consider developing specific individual job specifications and description, Involvement of managers when developing the process and garner their feedback to obtain " buy - in" for the process, also involve the employee in the process by asking the employee to fill out a self- evaluation. 2] Frequency: This determine how often performance appraisals constantly be giving feedback to employees and in this process there is a more formal way of doing so, some company choose to give performance evaluations once per year, while others give them twice per year, but the most advantage to give an evaluation twice per year it brings more of feedback and opportunity for employee development. 3] Rewards: This could be consider as an outcome of an employees performance , and its might be the second consideration before development of a performance evaluation process. An employees have a greater acceptance of performance reviews if the review is linked to rewards.

    Kumar K.
    IN
    Kumar K.

    Once, the Appraisal is conducted the next step is to communicate the results of performance to the employees, and the main point that every manager has to follow and implement is the appraisals are used as one of the tool to measure the real strengths and weakness of the employees performances towards a given job, but not to punish the employees. To, say for an example in present scenario most of the organizations are viewing appraisal as a source to develop their employees, and some of the organizations have stopped in conducting the appraisals. For, any organization their Human-Resources are the key valuable assets to retain and reward them can be analyzed by conducting these appraisals. And, once the appraisals are conducted possibly a POST-APPRAISAL-INTERVIEW, must be conducted between the concern manager and the employee to discuss about the appraisal results and its outcomes.

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