The performance appraisal process has been around ever since performance evaluation was introduced in the workplace in the 1960’s. Prior to this, evaluations would occur sporadically and at the discretion of the person doing the evaluation. There were no set standards in place for assessing performance. There was no method to measure 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 known as the appraisal or performance appraisal procedure. It’s to do with establishing expectations of their workers for performance as part of their corporate personnel management system. The vernacular also describes the measures that are taken to assess the operation and establish the goals of the company. The steps of the process are in the kind of objectives or targets to be achieved.
In the performance appraisal process, the workers are expected to satisfy their expectations. For most managers this means setting performance standards for the employees. The employee then competently meets the criteria and is rewarded for it. But, 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 the employee in achieving his or her objectives. There are managers that believe in initiating corrective actions before a person has begun to show poor performance. Those managers feel that once negative feedback has been provided, it may be used to provide feedback which will help that employee make improvements to be able to satisfy 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 called the”time-box” effect. An employee’s performance may not meet the aims of the management goals due to the high degree of difficulty that has been experienced in fulfilling the objectives. This means that an employee might need to be evaluated using a time-consuming method such as the paired comparison analysis. The paired comparison analysis performance appraisal method provides information on the elements that contribute to the problem of doing well in a specific task.
The graphic rating scales method is another common method that is used in performance evaluation processes. The graphical rating scales method is more descriptive than the other two appraisal methods. This type of appraisal provides results that can be used to find out the level of difficulty that is associated with meeting the goals of the organization.
If the organization has created several standard goal, it is possible for employees to understand what the goals are and to reach every one of these goals fairly quickly. 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 degree of difficulty that is associated with meeting the standards of the organization. It also provides information which could be used to help managers determine if it is worth it to take extra time to properly meet the criteria of the organization.
One of the most common types of performance evaluation processes is the participative performance appraisal procedure. In this sort of procedure, supervisors have an opportunity to directly ask questions and to get answers from employees. Employees are allowed to give feedback without threatening any consequences or retaliation. An employee might describe the problem of achieving a particular goal or the need to take extra time to meet the standards. While it might take some time for the manager to completely understand the ideas and opinions of the workers, the manager is nonetheless permitted to use this information to help him improve how he is managing the organization. By getting input from employees, the manager can improve his comprehension of how the company operates and can determine ways that he can make the company more effective and efficient.