Essay: The evaluation of the employee would be done on some pre set goals that have been assigned to that individual; goals that should be achieve in order to meet the performance standards. This process of discussing, planning, monitoring, evaluating and rewarding an employee’s performance is known as performance management. The major difference between performance appraisal and performance management is that mostly in organizations appraisals are done at the end of the year, while performance management keep on reviewing the performance of the individual and change or improve employee performance accordingly. Performance management helps both the individual and the organization in keeping an eye on the achievement of the desired results, and at the same time nurturing employee development (Bohlander & Snell, 2009, p.362).
Issues to focus on:
To make the appraisal effective the supervisors should be properly trained on how to use the appraisal form. Job standards should be clear and measurable so as to avoid vagueness and biasness from the appraisal. The appraisal should be discussed explicitly with the employee, identification of the problematic areas, corrective guidance and counseling should be provided so to rectify the hurdles and improve their performance. Feedback on the appraisal should also be encouraged, so that employees can have a chance to discuss their concerns with the management and resolve any disagreements (Mortimer, 1998).
In our organization, performance appraisals are done on two features
a) Behavioral competency
b) Technical assessment
The performance review at our organizations is done once a year, on the basis of the factors that are mentioned in both the above mentioned aspects.
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