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QUESTION
Explain the three steps in the performance appraisal process.
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| Subject |
Business |
Pages |
2 |
Style |
APA |
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Answer
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Performance Appraisal Process
Performance appraisal is a critical management skill in today's demanding business environment. The process involves an analysis phase, an assessment phase, an action phase, as elaborated in the discussion below.
The analysis phase is the first step in the process. Here we establish standards and expectations. Analysis and identification of accomplishments, output, and skills take place. The process helps the management determine whether or not the employee performance is satisfactory and the contribution levels towards the organization's objectives and goals. The phase seeks to identify the skills required by employees to succeed and excel in their assigned roles. The second element is the initiation of appropriate standards to which employers expect them to perform. It is ideal to ensure the standards and expectations are measurable, understandable, realistic, concise, and straightforward.
A clear plan is a requisite for developing target skill areas, assessing the chosen competencies, and monitoring them over time. The phase includes listing a group of desired skills followed by evaluating each employee's performance against them at meetings. There are agreements on goal-setting, on-going training, and assessment plan. The stage requires a careful selection of appropriate techniques and methods of measurement. It is essential to assist employees rather than interfering with their work and taking care that personal bias does not affect the process outcomes. It is recommendable to use various sources of information such as written reports, personal observation, and oral reports.
The final phase is the action stage. There must be integration between the identified skills in the analysis phase, the assessment program, and the action phase to develop and craft the desired skillset. The performance appraisal process takes time, and it is a continuous process. One-on-one basis of communicating feedback to employees is vital to the comprehension of their strengths and weaknesses. The way of communication impacts their future performance; positive feedback stirs and ignites motivation. Periodic reviews and managerial feedback provides an opportunity for making changes in problematic and unrealistic standards. Communicate the feedback objectively, combine the negative and positive, in private, and do not use harsh words.
In conclusion, the analysis phase seeks to identify employees' skills to succeed and excel in their assigned roles. A clear plan is a requisite for developing target skill areas, assessing the chosen competencies, and monitoring them over time.
References
Dessler, G. (2013). A framework for human resource management. Upper Saddle River, N.J: Pearson/Prentice Hall. ISBN.13: 978-0-132-57614-7
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