...JDT2 Human Resources Task 3 Performance Appraisal System “Presenter’s Notes” Western Governor’s University Grace H. Kwasman April 8, 2014 Introduction “The bottom line in leadership isn't how far we advance ourselves but how far we advance others.” John C. Maxwell Performance Appraisal Systems Performance appraisal is a process by which the job performance of an employee is evaluated. It is a part of employee’s professional development and consist of regular reviews of employee performance within organizations (Wikipedia.org). The performance appraisal is a quintessential part of the human resources management in any organization. Section A- Benefits Big and small, any organization must adopt an effective performance appraisal systems in order to keep their workforce productive, meet company objectives and at competitive edge in today’s market. When effectively used, performance appraisals the benefits to the employee, the manager and the company are invaluable: a. Alignment- It provides a forum to discuss clear understanding of the expectations and what actions are needed to achieve those job expectations for the employee. The manager/company gets the opportunity to connect team and individual objectives with the organizational strategic goals. b. Accountability- During the performance appraisal, the employee are able to gain a better understanding of their faults, strengths and are able to make plan for improvement as needed...
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...Performance Appraisal Student’s Name University Affiliation Performance Appraisal Introduction Every organization aims at directing all their efforts and resources in ensuring that they meet the goals and the objectives that are set by the organization. The main aim of any organization is making sure that they maximize on their profits and also minimize their cost. To be able to do this, the company must make sure that all the efforts and resources are well oriented to the success of the organization and in making sure that there is a good oversight system in place to help make sure that there are little or no deviations from the organizational goals and objectives. This is why performance appraisal is very important for any organization. Performance appraisal is defined as a system or a method through which the quality of the employees work is gauged to help guide them in to developing their careers and also to help the organization in achieving success in their objectives. Performance appraisal is the process that involves collecting data analyzing it and also recording it to help keep track of individual employees in an organization and also to measure the relative worth of the an employee to an organization. A performance appraisal analyses various aspects of an employees including aspect such as their success, their failures, individual strength as well as weakness, how they manage pressure situations and how well they work under these situations, their suitability...
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...Reasons For Appraisal The main objective of an appraisal system is improving the performance of the employee and thus improving organizational performance - an well designed system can help in achieving both. Actually, information gathered through the performance appraisal exercise are potentially valuable for practically all human resource functional areas; therefore, performance appraisal can be used for Human Resource Planning, Recruitment and Selection, Training and Development, Career Planning and Development, Internal Employee Relations, and Assessment of Employee Potential. Human Resource Planning Human Resource planning is a process where human resource requirements are systematically reviewed to make sure that the number of employees who possess the required skills for the smooth functioning of the organization are available. It includes conduction skills inventories, developing succession plans and acquiring information for further personnel needs. Managers and supervisors decide the employees who are to be promoted, demoted, transferred, laid-off and who would need training. They also assist individuals with career planning and ascertain whether the skills needed in the organization are lacking (www.opm.gov). An appraisal system that is properly constructed profiles the organization’s human resource strengths and weaknesses to support these efforts - data collected over a number of appraisal periods could be used in evaluating if the overall workforce quality...
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...Performance Appraisal: Works or Not Performance appraisal is “a process, typically performed annually by a supervisor for a subordinate, designed to help employees understand their roles, objectives, expectations, and performance success”. It is a core part of the specific aspects of human resource management, and any activity of human resource management is inseparable with the performance appraisal. It helps employees recognize the problems and deficiencies in their work and promote them to improve continuously by doing the appraisal of their work performance. And during the process of appraisal, it can discover the potential of individual employees to develop their proficiency in an all-round way. It provides a basis for the development of human resource planning and human resources decision-making. The quality of performance appraisal is related to the development of individual employees, the success of business, and the promotion of making human resource management more scientific and standardized. To be specific, performance appraisal has five significances for human resource management: First, the information that performance appraisal provided about the employees is one of the important source for the formulation and the adjustment of human resource management. The result of performance appraisal can often reflect the potential problem and new possible growth point of human resource management system, and it provide a precious reference to improve the next stage of...
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...Performance Appraisal system Performance appraisal is a system of review and evaluation of an individual or team’s job performance. An effective system assesses accomplishments and evolves plans for development. Performance management is a process that significantly affects organizational success by having managers and employees work together to set expectations, review results, and reward performance. Its goal is to provide an accurate picture of past and / or future employee performance. To achieve this, performance standards are established. I. The Performance Appraisal Process Many of the external and internal environmental factors previously discussed can influence the appraisal process. Legislation requires that the appraisal systems be nondiscriminatory. The labor union might affect the appraisal process by stressing seniority as the basis for promotions and pay increases. Factors within the internal environment can also affect the performance appraisal process. The type of corporate culture can serve to help or hinder the process. Identification of specific goals is the starting point for the PA process. After specific appraisal goals have been established, workers and teams must understand what is expected from them in their tasks. Informing employees of what is expected of them is a most important employee relations task. At the end of the appraisal period, the appraiser observes work performance and evaluates it against established performance standards. The evaluation...
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...Methods of Performance Appraisal BBA (day) Course Code: 602 Course Title Submitted by Assoc.prof. Md.Rafiqul Islam Faculty of business studies Dhaka international university Prepared By Mahbub Alam Roll:-43 Reg:-241063 Batch:-33/A BBA (day) Session:-2010-2011 Human resource management Page 1 Methods of Performance Appraisal A. Concept B. What performance Appraisal? C. About Performance Appraisal D. The performance Appraisal process. E. Objectives of Performance Appraisal. F. The Four Phases. G. Method of Performance Appraisal. i. ii. Past Oriented Methods Future Oriented Methods 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. Rating Scales: Checklist: Forced Choice Method: Forced Distribution Method: Critical Incidents Method: Behaviorally Anchored Rating Scales: Field Review Method: Performance Tests & Observations: Confidential Records: Essay Method Cost Accounting Method: Comparative Evaluation Method (Ranking & Paired Comparisons): i. Ranking Methods ii. Paired Comparison Methods H. Formula Of Performance Appraisal I. Conclusion Human resource management Page 2 Methods of Performance Appraisal C ONCEPT Agencies are required by the Government Performance and Results Act of 1993 to establish program goals and report organizational performance to stakeholders, including the Office of Management and Budget and the Congress. This creates pressure to use methods that improve organizational performance and maximize goal achievement. Using...
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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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...The role of performance appraisal system on the development of human resource of Komenda College of education Introduction In every administration, whether private or public, there exist laid down aims and objectives that are to be achieved within a specific period. Nevertheless, these cannot be possible if the organisation focuses only on its financial and physical resources. There is therefore the need to concentrate on the human resource as well. This is necessary because it is only the people who are employed in the institution that can put together both the financial and physical resources of the institution in order to achieve its aims and objectives. With this in mind, each institution has to take the planning of its human resource as one of the most important issue. Pinnington and Edwards (2000) have defined “human resource planning as “the systematic and continuing process of analysing an organisation’s human resource needs under changing conditions and developing personnel policies appropriate to the long-term effectiveness of the organisation”(pp. 22). Cascio (1996) indicated that this can be done quarterly, bi-annually or annually and through some interrelated activities stated by Cascio (1996) and which include the following: i. Personnel inventory which is done to assess the current human resource base and how they are currently being used. ii. Human resource forecast...
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...Performance Management Name Institution Introduction In the past, various studies have been conducted regarding the ways of improving performance in the workplace. Traditionally, the efforts have been geared towards the level of performance at an individual level with others examining the output of the team as well. They did that even though most of the researchers based their consideration towards the important aspect of performance appraisal. However, the traditional view ignored the fact that if the individual performance were improved, then the overall organization would record significantly improved results in the end. It is because the output of the individual contributed to the firm-level results as well. As such, the literature review conducted in the past concluded that most of the organizations had not discovered this direct link of improving performance. Rather, most human resource professionals concentrated on ways of improving firm level performance as a whole but not on individual basis. Therefore, it was important to examine the various applicable methods that could be adopted by different organizations to improve performance. Additionally, the aspect of measuring the individual performance could contribute towards improving the overall output of the team. If the individual is measured using an absolute parameter, then it would motivate them to achieve higher results and exceeds the expectations of the organization. The paper discusses...
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...people. We can even be more direct and say, there can be no organization without people. Organizations do what people do. An organization behaves the way its employees behave, the way its managers direct it.” “HRM is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an array of cultural, structural and personnel techniques.” Storey (1995: 5). Among the personnel technique used to deploy a highly committed and capable workforce doing performance appraisal periodically is the vital one. The well known Management writer BRECH (1975:693) states the following about performance appraisal and organization objective Performance appraisal is periodically assessing the performance of individual against predetermined standard; identifying personal strengths and weakness determining training needs. The good performance by individual in his/her role should...
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...case study explores the human resources strategy employed by the company, focusing first upon the significance of the environment upon human resources. The paper then identifies how the Zappos strategy fits within the human resource management model. The final section discusses the core strengths and weaknesses of the Zappos HR strategy. While the Zappos human resource practices are characterized by many strengths, they could be improved by enhancing the accountability of managers responsible for conducting performance appraisals and inviting a greater degree of employee feedback into the appraisal system. Both of these relatively small opportunities for change are consistent with the company's overall company culture. Environment and HR The external environment plays an important role in determining the direction of a company's human resources strategy. "An organization's strategy must be appropriate for its resources, environment circumstances, and core objectives. The process involves matching the company's strategic advantage to the business environment."[1] Companies develop networks with external entities, such as customers, suppliers and investors, which must be cultivated to ensure longevity.[2] Human resources must ultimately support the business with practices that will enable it to interact and compete within the surrounding competitive environment. The external environment exerts an important influence over the Zappos company human resources department, its strategies...
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...contingencies in Human resource management practices”. International Journal of Human Resource Management 16 (7): 1083-1119. Armstrong, M.‘Human Resource Management Practice’, 8th Edition, (200)1, Kogan Page Publishers. Dessler. G. (1994), ‘Human Resource Management London’; Prentice-Hall. 8th Ed. Harris. G. (1998) ‘A comparison of Employees Attitudes Towards the Appraisal System’. Public Personnel Management, Vol. 17 (4); 443-458. Circular REF. NO. MSPS/2/8A VOL. XII (22) dated 13th July, 2011 from the Office of the Prime Minister; Ministry of State for Public Service. Clinton, O. (1992) ‘Why Performance Appraisal Still Fails’: Journal of System Management UK. Conger, J.A.D Finegold &Lawler (1998) ‘Appraisal Boardroom Performance’, Harvard Business Review. Devries, D. L. (1983) ‘Viewing Performance Appraisal with a Wide Angle Lens’, An Annual Convention of the American Psychological Association. Davis, R. (1995) ‘Choosing Performance Management’, A Holistic Approach Journal, CUPA Publication, New Delhi India. Dr. thesis Gerald. Dissertation for partial fulfillment of the Degree Dr. of Philosophy (PhD) P. 67-84. Fletcher, C. (1997) ‘Performance Appraisal and Career Development’. London; Hutchinson. Ghorpade, M.C (1995), ‘Creating Quality Driven Performance Appraisal System: Executive Commentary, Academy of Management Executive 9 (1). Harries, G. (1998), ‘A Comparison of Employees Attitudes Towards the Appraisal System. Public Personnel...
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...GBA 363 MW-12:30 Employee Employment Appraisals 1.01-Purpose An employee appraisal system provides feedback and understanding of an employees job. The feedback allows managers information to asses their performance as well as the employees. These appraisals can also help promote individual needs as well as work objectives and the standards of an acceptable performance. “Performance management should be based on five areas: planning work and setting expectations, continually monitoring performance, developing the capacity to perform, periodically rating performance in a summary fashion, and rewarding good performance.” 1.02-Developing Employee Appraisal Plan First step is to develop guidelines for employees and what they are expected to accomplish. During a rating period there should be a clear set of standards that should be measurable, and achievable. 1.02.01-Elements of Appraisal The areas to be evaluated will consist of: achievements related to set objectives, key strengths that need to be maintained and enhanced, opportunities that should be addressed, attitude and motivation, initiative, organizational ability, and overall work quality. 1.02.02-Standards for Element Criteria Quality, dealing with the manor and how well work was performed. All around the total usefulness and effectiveness of the work. Quantity, how much is expected if this was met, if employee went beyond duty. Timeliness, if deadlines were consistently met. Cost effectiveness, reducing...
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...HUMAN RESOURCE MANAGEMENT PRACTICE IN CITY BANK Term Paper on HUMAN RESOURCE MANAGEMENT PRACTICE IN CITY BANK Prepared for: Associate Prof: Dr. Sumayya Begum Course Instructor: Human Resource Management Prepared by: Md. NorulBasor ID No. : M1516031 Batch : MBA-16 (A) Session : 2014-15 Faculty of Business Studies Bangladesh University of Professionals, Dhaka September 15, 2015 September 15, 2015 Dr. Sumayya Begum Associate professor (FBS) Course Instructor: Human Resource Management Bangladesh University of Professionals Dear Mam: SUBMISSION OF TERM PAPER I have the pleasure to submit the term paper on “Human Resource Management Practice in City Bank”for your kind perusal and evaluation. It is a matter of immense pleasure for me to have the opportunity to analyze the “Human Resource Management Practice in City Bank” one of the dynamic process of HRM in everysector of education. I am grateful to you for allowing me to carry out such term paper. I am also grateful to you for necessary co-operation and assistance from you during my term paper. I believe that the knowledge and experiences acquired while conducting this study will help me in many ways and the readers as well in future. I tried my best to accommodate my ideas and findings as specifically as you asked about within the time frame and resources available. I hope that the idea presented in the assignment will provide a clear picture about Human Resource...
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...Maximizing the Use of Human Resources Performance Appraisal System Benefits Optimal Results Company Employees Performance Appraisal System Preappraisal Activities Review Procedure, timelines and process Review Performance Appraisal Form Review individual job description and assigned duties Determine schedule for formal observation (if not previously completed) Determine data to be reviewed and other sources of input for feedback Performance Appraisal System Post Appraisal Activities Overall Satisfactory Rating Overall Unsatisfactory Rating Performance Appraisal System Feedback Pitfalls to Avoid Performance Appraisal System Feedback Managerial Steps Provide constructive feedback Demonstrate personal accountability Focus on specific behavioral outcomes Balance accolades / issues Encourage two-way communication Redirect focus to positive future outcomes Performance Appraisal System Company Benefits Productive, Loyal Employees Reduced Employee Turnover Lower recruitment and training costs Enhanced business reputation Identification of high-potential employees Evaluation of Teams Team Performance Evaluation of Teams Strategy Evaluation of Teams Performance Differences Team Individual Succession Planning Reasons for Adoption Mitigate risk due to employee turnover Availability of skilled replacements Prepare highly qualified...
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