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Performance evaluations if performed correctly help to find company training needs, help with promotions and retention of employees, help finding deficiencies and making sure the employees goals line up with the company goals (Dessler, 2016). The most difficult part in determining the dimensions to be appraised are creating the job analysis and setting a performance base line. In my current position we have 5 employee levels in one position. Level 1-5 each having their own performance standards. Each level is rated differently. As an employee moves up the levels the employee need to produce more. So all level 1’s need to be graded on the same standards and all level 3’s need to be graded on the same standards. A level 3 and a level 5 cannot be graded on the same scale as they produce different amounts. The job itself is the same on all levels but the production just rises, as well as some other responsibilities.
What is most helpful on a job analysis for designing an appraisal tool is the duties and tasks of the job and job requirements. Knowledge, skills and abilities used to perform the job are other aspects that need to be considered. Once these are defined it will aid in the creation of an appraisal tool.
Dessler, G. (2016). Human resource management (15th ed.). Upper Saddle River, NJ: Pearson/Prentice Hall. ISBN-13: 9780134235455
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Employee performance appraisals canbecome overwhelming and difficult to conduct if the manager takes an incorrect approach. Usually these meetings are one on one and the interaction should be taken as a conversation between the employee and manager. Addressing any issues and providing constructive criticism is essential in order to resolve any issues and improve the employee’s overall work performance. The most difficult part is determining what the issues are and how to address these in a way that can be most helpful to understand. Additionally, once a manager tells an employee about problems with their work or a failure in their performance, employees tend not to hear anything else the manager has to say that is positive about their performance. So the feedback sandwich in which managers praise an employee, then give the employee negative feedback that is followed, once again, by positive feedback is an ineffective approach to providing needed feedback…The purpose of performance evaluation is to provide developmental feedback that will help the employee continue to grow in their skills and ability to contribute to the organization. It is the manager’s opportunity to hold clear exchange about what the organization expects and most wants and needs from the employee (Heathfield, 2018). The most helpful part on a job analysis is to determine exactly what is needed and be straight forward when delegating. Having all thoughts down and clear will make a great impact on the employee and the message will get across. That is why it is important to constantly give your employees feedback and follow-up when necessary. Overall performance appraisals are essential for growth but most effective when done correctly.
Reference:
Heathfield, S.M. (2018). The Balance Careers: Common Problems with Performance Appraisals. Retrieved from
https://www.thebalancecareers.com/performance-appraisal-problems-1918857
