...Write a paper describing how effective performance appraisals can increase employee performance. This paper should include sections on the strategic advantages of performance appraisals, Potential forms of bias within the appraisal system, As well as how performance appraisals can contribute to the achievement of strategic objectives. “How effective performance appraisals can increase employee performance” “Performance appraisals can enhance employee performance as well as advance the mission and goals of an organization. There are many advantages of performance appraisals if they are applied fairly, consistently and objectively. Performance appraisals not applied fairly can be counterproductive and even destructive to an organization. Performance appraisals can significantly improve the efficiency of an organization when used to monitor and influence progress toward strategic objectives. Advantages of Performance Appraisals Performance appraisals can increase employee performance by holding both the supervisors and employees accountable to the mission, goals and objectives of the organization. Employee job descriptions are developed based on the expectations of the organization, which derive from the mission, goals and objectives. Employees are expected to carry out responsibilities, which are designed to help meet specified objectives. The job of supervisors is to keep employees focused on the mission and goals of the organization...
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...Human Resource Management, 12e (Dessler) Chapter 9 Performance Management and Appraisal 1) Which of the following terms refers to the process of evaluating an employee's current and/or past performance relative to his or her performance standards? A) recruitment B) employee selection C) performance appraisal D) employee orientation E) organizational development Answer: C Explanation: Performance appraisal means evaluating an employee's current and/or past performance relative to his or her performance standards. Performance appraisal always involves setting work standards, assessing the employee's actual performance relative to those standards, and providing feedback to the employee. Diff: 1 Page Ref: 306 Chapter: 9 Objective: 1 Skill: Concept 2) The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to ________. A) apply for managerial positions B) remove any performance deficiencies C) revise their performance standards D) enroll in work-related training programs E) change their peer evaluation procedures Answer: B Explanation: The purpose of providing feedback to the employee is to motivate him or her to eliminate performance deficiencies or to continue to perform above par. Diff: 2 Page Ref: 306 Chapter: 9 Objective: 1 Skill: Concept 3) Which of the following is NOT one of the recommended guidelines for setting effective employee goals? A) assigning specific goals B) assigning measurable goals C) assigning...
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...HRM Project Performance Appraisal System in Accenture A critique of the performance appraisal system in Accenture 2011 Santanu Chowdhury (PGP14/297), Abhijeet Yadav (PGP14/256), Kulbhushan Baghel (PGP14/278), Gaurav Patil (PGP14/272), Udit Kapoor (PGP14/309, Pranay Khera (PGP14/320) Section E Group 5 3/14/2011 Contents Acknowledgment 3 Introduction 3 Importance of the issue 3 Performance Appraisal System in Accenture 4 Interview and Survey 6 1. Set the performance objectives and standards 6 2. Communicate the objectives, standards and expectation to the employees 7 3. Measuring the performance 9 A. Self Input of performance by the employee 10 B. Supervisor input on employee performance 11 C. Supervisor’s Qualitative Assessment 13 4. Feedback by supervisor 15 5. Feedback is stored in the system 16 Recommendation 18 Appendix 18 Acknowledgment We, gratefully acknowledge the guidance, help and valuable suggestions received from Prof. T N Krishnan. We would like to thank him for his valuable advice and guidance. We would also like to thank the employees and ex-employees of Accenture India who has given us interview and have taken part in our survey of Accenture performance appraisal system thereby aiding us in the successful completion of the project. Introduction Accenture is a global management consulting, technology consulting and outsourcing firm with a workforce of 177000 employees around the world. In India, Accenture...
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...Chapter 1 Formal performance appraisal plans are designed to meet three needs, one for the organization and two for the individual: 1. They provide systematic judgments to back up salary increases, promotions, transfers, and sometimes demotions and terminations. 2. They are a means of telling a subordinate how he is doing, and suggesting needed changes in his behavior, attitudes, skills, or job knowledge; they let him know "where he stands" with the boss. 3. They are also being increasingly used as a basis for the coaching and counseling of the individual by the superior. Before World War II, only a handful of companies and the military conducted regular formal performance appraisals concentrated more on an individual's personality and traits than on actual achievements against goals and formal analyses of the behaviors that produced those results. Peter Drucker's (MBO), moved from trait assessment to the development of a procedure that concentrated on goal setting, placed responsibility with the subordinate, and made the appraisal process a shared responsibility between subordinate and manager. McGregor's focus was on performance, not personality. Manager, he argues, must abandon the role of THERAPIST and become a coach. General Electric conducted a scientific study Called Work Planning and Review, this appraisal system combined aMBO with the conventional once-a-year, comprehensive, supervisor-controlled appraisal STUDY; analyzing the effects of the...
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...Performance Appraisal At Department of Economic Development How Performance appraisal is being implemented in the DED Introduction Department of Economic Development (DED) is a department that is established by Abu Dhabi government to have an economic dimensions and influences on the investors who are giving the trust to invest in Abu Dhabi. The department is very important for each investor in the UAE because whenever they want to establish any company or factory they have to go and check what are the policies and regulations with the commercial affairs in order to build up a company with a developed economic environment that would attract both the foreigners and locals. It has more than 50 branches in Abu Dhabi, Al Ain and Al Gharbiya. DED’s objective is to achieve the best economic development by its commercial affairs and the economic regulation for the best interest of the country. The research paper will talk about how the performance appraisal will be applied in this government department and how do they deal with it through an economic development environment. On the other hand, we’ll be able to analyze what are the differences between what we’ve studied through this course and what it is implemented through the department. As I am working in the HR department at DED and that always deal with doing the performance appraisal and checking if there is any difficulties that the employees would face it while they are giving their opinion about performance appraisal...
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...Course code: EMBA 521/HRM 502 Section: 1 Assignment on Performance Appraisal Submitted to Lecturer: Md. Miraj Hossen Assistant Professor, Adjunct Faculty, MBA Program East West University Submitted by Fahad Chowdhury 2013-1-91-010 Md. Kausar Ullah 2013-1-91-019 Rashed Mahmood 2013-2-95-058 Md. Harun-or-Rashid 2013-1-91-036 Date of Submission: April 6, 2015 Introduction A performance appraisal (PA), also referred to as a performance review, performance evaluation, (career) development discussion, or employee appraisal is a method by which the job performance of an employee is documented and evaluated. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations. A performance appraisal is a systematic and periodic process that assesses an individual employee’s job performance and productivity in relation to certain pre-established criteria and organizational objectives. Other aspects of individual employees are considered as well, such as organizational citizenship behavior, accomplishments, potential for future improvement, strengths and weaknesses, etc. To collect PA data, there are three main methods: objective production, personnel, and judgmental evaluation. Judgmental evaluations are the most commonly used with a large variety of evaluation methods. Historically, PA has been conducted annually (long-cycle appraisals); however, many companies are moving towards shorter cycles...
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...how to ascertain whether an employee has shown his or her best performance on a given job? the answer is performance appraisal. Employees' assessment can be done by performance appraisal. * Definition of performance appraisal: performance appraisal is an objective assessment of an individual's performance against well defined benchmark. In simple terms, an individual's performance is assessed on the basis of job knowledge, quality and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, versatility etc and according to that performance appraisal is been given. * Objectives of performance appraisal: General Application | Specific purpose | Developmental uses | Individual's needs | | Performance feedback | | Transfers and job assignments | | Individual's strengths and developmental needs | Administrative decisions | Salary | | Promotion | | Retention & Termination | | Recognition of individual performance | | Identification of poor performance | Organisational Maintenance | Human resource planning | | Determining organisation training needs | | Information for goal identification | | Evaluation of HR systems | Documentation | Criteria for validation research | | Documentation for HR decisions | | Helping to meet legal requirements | * Appraisal Process: Step 1: Objectives of Appraisal: Appraisal focuses on to correct the problems. There are two approaches which...
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...PERFORMANCE APPRAISAL Performance appraisal is assessment of how staff members are doing his job. Employee performance is the product of three underlying factors, i.e. ability, motivation and environment. Any defect in any of the three will impair his performance. It is quiet natural for a subordinate wanting to know what is supervisor thinks of his/her work. Performance appraisal is the evaluation of work done (quantity, quality and the manner it is carried out.) during a specified period against the background of the total work situation. DEFINITION: Performance appraisal of an employee refers to an evaluation of employee’s performance. OBJECTIVES: * To provide an opportunity for reflection and feedback on work performance and the work environment for a given period of time between an employee and supervisor. * To acknowledge and encourage appropriate and above standard performance. * To identify and remove distracters, dissatisfies and obstacles as well as ineffective behaviors. * To identify areas of growth for employees and organizations. * To provide data for management decisions concerning merits, increments, incentives, rewards, promotion, transfer, demotion or discharge from service. * To create a desirable culture and tradition in the department. * To meet the requirement for manpower planning and organizational development like identification of employees with promotion potential and developmental needs – what is expected of them...
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...Employee Performance Management is a process for establishing a shared workforceunderstanding about what is to be achieved at an organisation level. It is about aligning the organisational objectives with the employees' agreed measures, skills, competency requirements, development plans and the delivery of results. The emphasis is on improvement, learning and development in order to achieve the overall business strategy and to create a high performance workforce. How Annual Appraisals are Different But Part of Performance Management Most organisations have some type of employee appraisal system, and many are experiencing the shortcomings of manual staff evaluation systems. When discussing workforceperformance the most commonly asked question is "How does Performance Management differ from performance appraisals or staff reviews"? Performance Management is used to ensure that employees' activities and outcomes are congruent with the organisation's objectives and entails specifying those activities and outcomes that will result in the firm successfully implementing the strategy (Noe et al. 2000, p.55). An effective Performance Management process establishes the groundwork for excellence by: * Linking individual employee objectives with the organisation's mission and strategic plans. The employee has a clear concept on how they contribute to the achievement the overall business objective, * Focusing on setting clear performance objectives and expectations through the use...
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...Outline “Personal Appraisal” Kelli Barnes Everest University Outline “Personal Appraisal” 1. Clear Objectives: A. Both the individual employee as well as the organization should benefit from a fair appraisal system. B. The performance appraisal should be clear, specific, timely, and open. 2. Reliable and Valid: A. Valid information, date, reliance, and consistency should be provided in a performance appraisal. 3. Standardization: A. The criteria and standards should be well defined. B. The corporation should inform the employee of these standards. 4. Training: A. The person that is giving the appraisal should be trained on the procedures and principles of the appraisal. B. They should have the knowledge and the skills in conducting and designing appraisals. 5. Job Relatedness: A. The appraisal should relate to the job activities and the behavior and performance of the employee. 6. Balanced Trust: A. The employee should be treated with trust and a supportive manner. 7. Feedback and Participation: A. The performance appraisal should be open and participative. B. Goal setting should always include the employee and their thoughts. 8. Help Focus: A. The employee should not be personally judged through the appraisal. B. The employee should be assisted in reaching their full potential. 9. Recognition of Differences: A. The appraisal must be designed to meet the needs of...
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...INTRODUCTION Communicating performance appraisal The South West region office Alex Scally runs the region office in an informal way, her style of management seems to be close to a team builder style but with some differences, her management style seems works within her team, she applies high doses of intuition to evaluate associates performance when the performance appraisal process, actually she does not believes that the performance appraisal process would provide valuable information. In somehow, the South West office is acting in a decentralized manner, autonomy must not be confused with anarchy. The organization establishes the procedures to follow for the entire company, these procedures are transmitted for the managers who would be acted as chain-transmission between the top management of the employees, the procedures are the distinction signal between an organization and a particulars or group of people. The South West region office through its Regional manager is out of the standardized processes within the organization, the communication of the procedures of performance appraisal have not been transmitted to the employees on that region. In my little experience, in some organizations the process of performance appraisal are not taken seriously by the managers, this may occur due to the unclear communication about the objectives of the process and the valuable that it would be displayed. Regarding the performance appraisal process, the benefits listed...
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...The Definition of an Appraisal An appraisal is a two-way discussion that is motivational, leads to improved performance, and is of benefit to the individual, the manager, and the company. The Purpose of an Appraisal To achieve our business objectives, we as managers have the responsibility of continually improving our people by setting clear objectives, reviewing performance and developing skills. This is the purpose of performance management. It is not a grievance or disciplinary meeting. It is not a ‘pay review’ meeting. The appraisal helps improve individual performance, realise potential and increase the effectiveness of the department and the organisation’s work. To do this it has the following elements: • An assessment of performance. This reviews past performance by looking at: o Outputs – the achievements against standards, targets and objectives. • Planning for the future. This looks at: o Agreeing personal targets and objectives with the employee. o Creating personal development plan for the employee. The assessment of performance should help us identify and repeat success, build personal strengths and minimise weaknesses. The appraisal review will only work if the manager and the jobholder are fully committed to its achievement. The main emphasis of the appraisal should be planning for the future. KEY COMPONENTS OF APPRAISALS Key Responsibilities These are central to the appraisal process as they define the whole purpose of a job and...
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...on the same job being done by two different people. Performance appraisals of Employees are necessary to understand each employee’s abilities, competencies and relative merit and worth for the organization. Performance appraisal rates the employees in terms of their performance. According to a prominent personality in the field of Human resources, "performance appraisal is the systematic, periodic and an impartial rating of an employee’s excellence in the matters pertaining to his present job and his potential for a better job." Performance appraisal is a powerful tool to calibrate, refine and reward the performance of the employee. It helps to analyze his achievements and evaluate his contribution towards the achievements of the overall organizational goals. Performance appraisal is necessary to measure the performance of the employees and the organization to check the progress towards the desired goals and aims. Performance appraisal continues to be a subject of interest and importance to human resource specialists. For decades, performance appraisal has received considerable attention in the literature, from both researchers and practitioners alike. The latest mantra being followed by organizations across the world is "get paid according to what you contribute" – the focus of the organizations is turning to performance management and specifically to individual performance. Performance appraisal helps to rate the performance of the employees and evaluate their contribution towards...
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...1.0 INTRODUCTION Performance appraisal is a process by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding supervisor. It is the process of obtaining, analysing, and recording information about the relative worth of an employee to the organization. Performance appraisal is an analysis of an employee's recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is the formal assessment by a supervisor (the “appraiser”) of a subordinate’s (or “appraisee’s”) work performance over an agreed period of time. Ghana Health Services (GHS) is responsible for managing health services and staff within public health institutions. As part of its human resources management responsibilities, GHS has a procedure for evaluating staff performance. Until 2006, GHS used the standardized Civil Service forms and processes for conducting staff performance appraisals. Desiring to focus performance appraisal more on performance improvement and less on promotion, GHS developed its own performance appraisal process, which was pilot tested in four regions. Whilst the Civil Service performance appraisal system was conducted mainly by site managers and was supposed to be done yearly, the GHS new performance appraisal system was designed to be conducted by service delivery or ward managers (immediate supervisors) and to be completed every quarter. The...
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...Company in Colombo. The company opened five new branches within the last three months. Hence, Rebecca’s team had numerous challenge and unusually heavy workload. The main objective of the case study is to find, describe and analyze problems effectively. Problems can be found easily in this case study. Problem 01, No proper understanding about Culture & No proper qualification -Marketing depends on customer & customer behavior. Definitely Rebecca should know the culture of Sri Lanka. It helps her to understand the customers & customer behavior in Sri Lanka. I suggest to do an Induction programme for her to understand the culture of Sri Lanka & culture of the company. She is not suitable for the position, Head of marketing. According to her qualifications she suits for the position Assistant marketing manager. Problem 02, Heavy work scheduled & Not enough time limits have given for the Performance Appraisal- According to this case study we can see Rebecca don’t know how to do a performance appraisals. She had completed the 30 performance appraisal forms of the entire Marketing Team within a single day. Marketing manager and HR manager can coordinate and delegate Rebecca’s task to her subordinates until she get use to the system. Problem 03, No proper knowledge in performance appraisal- HR Manager can provide training and development to uplift...
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