20-09-2012, 05:28 PM
Performance appraisal & management system
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Performance management
… concept through which managers ensure that employee's activities and outputs are congruent with the organizations goals.
Components
Job analysis
Performance appraisal
Feed back
Reasons for Performance Appraisals
Benefits to Employees:
Provides a chance for employees to ask questions and tell you their sense of what they’ve accomplished
Lets employee know his/her strengths and areas that need improvement
Allows employees to take responsibility for their performance
Lets employees know what’s expected of them; creates mutual understand of job duties
Benefits to Employers:
Helps to improve employee relations and productivity
Serves as an effective retention tool
Provides a paper trail for addressing performance or disciplinary problems
Demonstrates organization’s commitment to employee success
Provides valuable feedback for managers
How is Your Personnel-Management Cycle?
Do you have accurate and current job descriptions for all of your employees?
Do your employees have the resources, training and information they need?
Are you aware of problems that your employees have right now, for which they need help?
Are you giving regular informal feedback?
Performance Appraisals:Employee Expectations
Be informed and kept “in the loop”
Receive due credit
Receive constructive feedback
Awareness of appraisal points prior to appraisal completion
Opportunities for advancement
Honest input regarding opportunities for advancement
Employment in a motivating environment
Freedom to discuss discrepancies
Successful Meeting Checklist
Discuss each goal or objective established for the employee
Explore areas of agreement and disagreement
Cover positive skills, traits, accomplishments and growth potential
Reinforce employee’s accomplishments
Discuss employee’s potential
Cover areas in which change is required, expected, demanded or desired