Scribd
Upload
708 views

The Tips For Creating A World-Class Appraisal System

The document provides 7 tips for creating an effective performance appraisal system: 1) Design the appraisal form early, 2) Build your company's values into the form, 3) Ensure ongoing communication during development, 4) Train all appraisers, 5) Orient all appraisers on the program's purposes and procedures, 6) Use the results for decisions like training, termination, promotion, and salary changes, 7) Monitor and revise the program with feedback. It also discusses addressing performance appraisal problems like lack of transparency, accountability, feedback, and having the right system for the organization. The overall goal is to maintain an engaged workforce through an effective performance evaluation process.

Uploaded by

shakiirumori
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
708 views

The Tips For Creating A World-Class Appraisal System

The document provides 7 tips for creating an effective performance appraisal system: 1) Design the appraisal form early, 2) Build your company's values into the form, 3) Ensure ongoing communication during development, 4) Train all appraisers, 5) Orient all appraisers on the program's purposes and procedures, 6) Use the results for decisions like training, termination, promotion, and salary changes, 7) Monitor and revise the program with feedback. It also discusses addressing performance appraisal problems like lack of transparency, accountability, feedback, and having the right system for the organization. The overall goal is to maintain an engaged workforce through an effective performance evaluation process.

Uploaded by

shakiirumori
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 15

7 TIPS FOR CREATING A

WORLD-CLASS
APPRAISAL SYSTEM
DESIGN THE FORM LIST

• Design it early!
BUILD YOUR COMPANY’S VALUE INTO YOUR
FORM

• Take Initiative: Be proactive, challenge each other, take risks and adapt.
• Be Passionate: Care about your work and take pride in what you do.
• Have Fun: Create a positive work space and build strong relationships.
• Value Teamwork: Approach problems with a "we over me" mentality.
ASSURE ONGOING COMMUNICATION DURING
DEVELOPMENT
• Announcements
• House-organ bulletins
• Surveys
• Suggestions
TRAIN ALL APPRAISERS

• Goal-setting
• Planning
• Developing people
• Behavioral observation
• Persuading
• Confronting unacceptable performance
• Discrimination
• Problem solving
ORIENT ALL APPRAISERS

• This program’s purposes and procedures must be explain


in advance.
The manager should compensate for lack of perspective by
careful documentation and to make refinements in the design
of the appraisal method, as well as improving the skills of the
raters.
USE THE RESULTS

• Training
• Termination decisions
• Promotion
• Salary changes
• Employee movement
MONITOR AND REVISE THE PROGRAM

• Audit the quality of appraisals


• Provide feedback to management, appraisers,
and appraises
• Actively seek and incorporate suggestions for
improvement
• Train new appraisers as they are appointed to
supervisory positions
EVALUATE PERFORMANCE APPRAISAL
PROBLEMS AND SOLUTION
One of your organization's goals is to maintain
a work force that is energetic, motivated and
fully engaged in the work. Employers
sometimes chart the path to this goal by
designing an elaborate performance
management system that only addresses one
segment of employee performance.
WHAT’S THE JOB ROLE?

• Schedule a time with your new employee to reach a mutual understanding of the job's
duties and responsibilities. Communication is critical to the performance evaluation
process, reports the Society for Human Resource Management, as without it, the
employee has not idea where he or she stands in relation to achieving goals and
objectives. Failure to communicate effectively may create issues upon completion of an
introductory period or a year-end appraisal.
TRANSPARENCY AND ACCOUNTABILITY

• A prevalent issue pertaining to performance appraisals is the manager's inattentiveness to


the process and deadlines. Regardless of the expected outcome of a performance
appraisal, employees are usually anxious to know what their fate holds in terms of
meeting company expectations – they may expect a pay increase for the quality of their
work or simply want to know if they're performing up to par. Delay in the evaluation
process causes frustration among employees that leads to dissatisfaction with company
management. Hold managers accountable for preparing their employees' performance
appraisals in a timely manner.
ARE YOU GIVING ADEQUATE FEEDBACK?

• Employers that provide regular feedback generally get high approval marks from their
employees. Workers feel good about managers who are genuinely appreciative of
employee efforts, even if it's just an informal "thanks for your hard work." With
supervisors and managers who understand the importance of feedback, you can maintain
a work force that is motivated to achieve high job performance.
THE RIGHT SYSTEM

• Utilizing a performance appraisal system that's right for your company size, work
environment, business and industry is important. The wrong type of performance
appraisal can work against you, and employees will not look forward to the process. A
small work force may benefit from a less formal, more interactive appraisal system where
managers encourage employees to play an integral role in assessing their own
performance. On the other hand, larger organizations may benefit from a more structured
one that rates employees and designates wage increases in a more systematic way.
EXPLAIN YOUR PURPOSE

• Explain to employees how your organization invests time and effort in professional
development. Performance evaluations are not intended to be punitive – rather, the
purpose of evaluating job performance is to uncover strengths, identify weaknesses and
work on striking a balance between the two. Managers should remember the intent of
performance evaluation is to provide helpful feedback. Train your supervisors and
managers on how to conduct performance appraisals that instill pride in individual
accomplishments and contributions to the company.

You might also like