The performance appraisal process has existed ever since performance appraisal was introduced in the office in the 1960’s. Prior to this, evaluations would happen sporadically and at the discretion of the person doing the evaluation. There were no set standards in place for evaluating performance. There was no way to gauge the quality of an employee’s work unless you’d documented documentation of it. The new system put an end to all of these things.
The performance appraisal process has been described in many ways but let us try to simplify it for our purposes here. The vernacular term is called the appraisal or performance evaluation procedure. It’s to do with establishing expectations of their workers for performance as part of the corporate personnel management system. The vernacular also describes the measures that are taken to assess the performance and set the goals of the company. The steps of the process are in the kind of objectives or targets to be attained.
In the performance evaluation process, the workers are expected to satisfy their expectations. For many managers this means setting performance standards for the workers. The employee then competently meets the criteria and is rewarded for it. However, there are managers who believe that rewards must be linked to levels of productivity.
If employees provide feedback to a manager in the performance appraisal process then that information is used in determining the success or failure of that employee in achieving his or her objectives. There are managers that believe in initiating corrective actions before someone has started to show poor performance. Those managers feel that once negative feedback has been provided, it may be used to provide feedback that will help that employee make improvements in order to meet the goals that have been set.
One of the main reasons why an employee may not be able to meet expectations is the time consuming nature of providing feedback. The time consuming nature of providing feedback is known as the”time-box” effect. An employee’s performance may not meet the goals of the management goals because of the high degree of difficulty that has been experienced in fulfilling the aims. This means that an employee might need to be evaluated using a time-consuming method like the paired comparison analysis. The paired comparison analysis performance appraisal method offers information on the factors which contribute to the difficulty of doing well in a specific task.
The graphic rating scales method is another common method that is used in performance appraisal processes. The graphic rating scales method is much more descriptive than the other two evaluation procedures. This type of appraisal provides results that can be used to find out the level of difficulty that is associated with meeting the objectives of the organization.
If the organization has established several standard goal, it’s possible for employees to understand what the goals are and to achieve every one of these goals fairly fast. However, it still takes a great deal of time to achieve each goal. Because of this, the graphic rating scales method provides information that helps managers determine the level of difficulty that is associated with meeting the criteria of the organization. It also provides information that could be used to help managers determine if it is worth it to take additional time to properly meet the standards of the organization.
One of the most common types of performance appraisal processes is the participative performance appraisal procedure. In this type of procedure, supervisors have an opportunity to ask questions and to get answers from workers. Employees are allowed to give feedback without threatening any repercussions or retaliation. An employee might describe the problem of achieving a specific goal or the requirement to take extra time to meet the standards. While it may take a while for the manager to completely understand the thoughts and opinions of the employees, the manager is nonetheless permitted to utilize this information to help him improve how he’s managing the organization. By getting input from employees, the manager can enhance his understanding of how the business operates and can determine ways that he can make the business more effective and efficient.