Performance Appraisal
Gina Myers
BUS303: Human Resources Management (BFM1605A)
Monday 15 February 2016

When I saw that we had to write information on a performance appraisal I thought about an array of things such as what contributions are made while employed by an organization, or perhaps a footprint on different levels throughout an organization while working in a department, then I thought about a yearly process report. All written information about an individual will be re-examined by HRM and the employee in a formal setting as from an evaluation to putting an individual’s high, weak points, followed by future goals within the company’s policies and procedures and finally the negative aspects such as, write-ups and last input from department supervisors and HRM.
A performance appraisal is a process report geared towards the employee’s growth and accomplishments in this way both the organization and employee can see where growth has taken place and were strength and weaknesses could improve a skill or knowledge based on how well the employee’s work ethic stands. Within the first six months both the employee and the organization should establish a written document on what the employee entered the body with and what the employee has accomplished during training or attending webinars’. A performance appraisal, a door to planning an informal discussion about the job itself and what the employee plans on providing. All the while, the organization could limit themselves perhaps seeing that an employee brought unnecessariness from outside of work to interfere with work; i.e. drinking all night and come in the next day drunk, showing up late for work on Monday after being paid and no motivation towards the job itself.

An appraisal performance is more formal and allows HRM to attend the meeting, not everything reported or recorded contrary some things