Developing a Perfomance Appraisal System Essay Example | Topics and Well Written Essays - 750 words

Developing a Perfomance Appraisal System - Essay ExampleFederal and state laws have added to the complexity and difficulty of appraisal plans. Criteria for residency with equal employment opportunity laws are stringent. Management call fors to design and operate its appraisal systems carefully in order to comply with these laws.A genesis ago, appraisal programs tended to emphasize employee traits, deficiencies, and abilities, but modern appraisal philosophy emphasizes present performance and future goals. Modern philosophy also stresses employee participation in in return setting goals with the supervisor and knowledge of results. Thus the hallmarks of modern appraisal philosophy are as follows2. Focus on goals or objectives - as the discussion of MBO shows, employees need to have a clear idea of what they are supposed to be doing and the priorities among their tasks as the saying goes, If you know where you indispensableness to go, you are more likely to tucker out there.3. Mu tual goal setting within supervisor and employee - this is the belief the people will work harder for goals or objectives that they have participated in setting. Among their desires are perform a worthwhile task, share in a group effort, share in setting their objectives, share in the rewards of their efforts and continue personal growth. The (Theory Y) assumption is that people want to satisfy some of their needs finished work and that they will do if management will provide them with a supportive environment.4. Clarification of behavioral expectations - this is a good deal done via a behavioral anchored rating scale (BARS), which provides the employee and the manager with concrete examples of various levels of behaviors. Brief descriptions of outstanding, very good, acceptable, below average and unacceptable behaviors are undertake for each major dimension of a job, thuis cueing the employee in advance regarding the organizations expectations. BARS helps reduce managers tendenc y to focus on attitudes, personality, and nquirks of an employee and shift emphasis toward productive behaviors.5. broad Feedback Systems - employees can fine-tune their performance better if they know how they are doing in the eyes of the organization.Most organizational appraisal systems requires supervisors to assess employees on various aspects of their productivity, behavior, and or personal traits. Examples of these three dimensions include quality of work and quantity of output, attendance and initiative and general attitude. Many appraisal systems also point toward both diachronic performance and the individuals potential for growth and advancement. The actual forms and procedures used for assessing this information vary widely. Some organizations ask supervisors to write essays describing the employees performance others recommend that they accumulate a disc of incidents both positive and negative mant firms use various types of graphic rating scales that grade employees on A-B-C-D-E or 1-2-3-4-5 systems.Regardless of the system used, the assessment is then communicated to the employee through the appraisal interview. This is a session