Performance Appraisals
A performance appraisal is very useful to a company and their employees. Performance appraisals are “the formal process through which employee performance is assessed, feedback is provided to the employee, and then corrective action plans are designed” (Youssef & Noon, 2012). For this assignment I am going to use my mother as an example. In this short paper I will be: describing the occasion in which she was being evaluated, describing the strengths and weaknesses of the evaluation process, and providing at least two strategies to improve the performance appraisal process.
My mother works for my Aunt Jane. Jane owns affordable apartment buildings and only has a small staff of five (including herself). My mother is a secretary/inspection worker. She mainly does the secretary work, but once every six months she inspects the apartments (unless it is a problem apartment then it’s done monthly). Jane is pretty laid back when it comes to employer responsibilities. She does not give out yearly raises, evaluations, etc. Rather, Jane goes by a time based example. The ways she looks at it is for every five years she will give out raises if the employee deserves it. Since Jane works side-by-side with her employees, she is always evaluating them on how they do their work.
Some strengths of doing the daily evaluations are that the work is always done when it is supposed to be done and it is done the way the boss (Jane) likes it. What Jane does would be considered a performance appraisal. And since Jane knows her employees very well and she is biased on her opinions (she might make excuses for an employee’s lack of work just because she likes them), what she does would be considered a subjective performance measures. A subjective performance measure relies on human judgment and therefore is exposed to some degree of subjectivity (Youssef & Noon, 2012).