Essentials for an Effective Performance Appraisal:.
The criteria for needed are not always used the same towards every employee but can help make a PA easier to perform. The basis of the appraisals is to help improve an individual or whole company's performance. They can also set up a distinguishing mark for other things such as raises, firings, transfers, and self-improvement. The appraisal has to be done honestly and subjectively and make sure that the employee knows that this is part of a development plan for the company they work for. There are some problems that arise to this appraisal process and must be avoided to present a fair rating. The appraisal is not to be used to harass or make them feel threatened or incompetent. Also personal bias must kept out in an appraisal. If it is known a manager and employee haven't seen eye to eye but the employee performs well a neutral party should be sent in to evaluate the situation and tend to both parties no bias is taken. Halo error must be avoided. This is where an employee is not credit in a positive way for all his tasks when it only applied to one. Leniency and strictness must be equaled out. One can't be too easy on an employee for fear of controversy of the system and also a manager can't be so strict with the system and think that it is impossible for an employee to be overall outstanding in ever aspect of their job. A manager must also choose the right method to perform a appraisal. They are many to choose from and the one to be chosen is the one that best fits that certain individual's job and what specific aspect of their job is being appraised. Then you come to what to exactly evaluate on an employee. You can choose from traits, behavior, task outcomes, or improvement appraisal. After my interview with the BOSE radio company I learned what they mostly appraise on is mostly task outcomes and improvement potential. How fast and effectively work is getting done and what areas can be improved.
