Based employee performance appraisal In every organization there has to be a policy of reviewing the performance of the employees on regular basis in order to evaluate the proper execution of responsibilities allotted to the employees as far as their work is concerned. Employee performance reviews help us to understand the exact status of the employee, the areas of development, what is expected of them by the company and it also helps them to develop an inter-personal relationship with their supervisors or seniors. Employee performance reviews are mostly done annually. The annual performance reviews are vital. Organizations are distressed to find reasons as to why they are unable to arrange an hour long session or meeting to understand whether or not the common needs of the employees or the organizations are met. Employee performance reviews helps in an honest interaction between the management and employees. The employee gets a clear understanding as to what the organization expects from them, they understand their achievements, personal strengths and drawbacks and are advised on the improvement of their shortcomings, if any. To have an employee performance review at least once in a year is very essential for an organization as not doing it may demoralize the employees and may lead to decrease in overall efficiency of the organization. It may spread a sense of disbelief about the management amongst the employee. To structure accurate employee performance reviews, conduct the following eight steps: 1. Program a legally approved employee performance reviews procedure. It should be job related and a valid review, thoroughly analyzed, based on the performance and should be standard for all the employees. It should not be biased and
1. Based employee performance appraisalIn every organization
there has to be a policy of reviewing the performance of
theemployees on regular basis in order to evaluate the proper
execution of responsibilitiesallotted to the employees as far as
their work is concerned. Employee performancereviews help us to
understand the exact status of the employee, the areas of
development,what is expected of them by the company and it also
helps them to develop an inter-personal relationship with their
supervisors or seniors.Employee performance reviews are mostly done
annually. The annual performancereviews are vital. Organizations
are distressed to find reasons as to why they are unable toarrange
an hour long session or meeting to understand whether or not the
common needsof the employees or the organizations are met. Employee
performance reviews helps inan honest interaction between the
management and employees. The employee gets a clearunderstanding as
to what the organization expects from them, they understand
theirachievements, personal strengths and drawbacks and are advised
on the improvement oftheir shortcomings, if any.To have an employee
performance review at least once in a year is very essential for
anorganization as not doing it may demoralize the employees and may
lead to decrease inoverall efficiency of the organization. It may
spread a sense of disbelief about themanagement amongst the
employee.To structure accurate employee performance reviews,
conduct the following eight steps:1. Program a legally approved
employee performance reviews procedure. It should be jobrelated and
a valid review, thoroughly analyzed, based on the performance and
should bestandard for all the employees. It should not be biased
and the review should be done bypeople having domain expertise.
There should be a process planned out for the employeesto approach
their seniors if they feel that their work is not being justified
in the appraisalprocess. They should have all the freedom and levy
to ask for recourse of the review.2. A standard format of
performance appraisals should be maintained for all theemployees.
It should include all the necessary details of the employee
including thename, job description, specify the time period over
which the employee performance isevaluated, the attributes and
dimensions including their responsibilities, job description,the
set goals and the required skills like communications, IT skills or
administration, etc.Provide place for rating system like poor/
average/ good/ excellent. It should have spacefor overall opinion
and suggestions and plans for improvements, duly signed by
therespected authority and the employee.3. Have a standard schedule
for the employee performance reviews, such as quarterly,half yearly
and then the final, yearly one.
2. 4. Keep the employee informed about the scheduled
performance review and its details.5. Be open for suggestions from
the employee regarding any work updates. Take writteninputs from
him related to the appraisal.6. The employee performance review
should be strictly professional and evaluated byexperts.7. It
should include the total records of the role of the employee in the
majoraccomplishments of the goals of the company, have details
description of their strengths,plus and minuses and actions should
be suggested for improvements, such as training anddevelopment
etc.8. There should always be a two sided communication in a
performance appraisalmeeting, the employee should be given a chance
to speak about his achievements andgive his inputs. Feedbacks
should be exchanged. Always end the meeting with a
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