Creating new performance appraisal
Every organization today strives to achieve its goals and objectives that they have set annually, semi-annually, or even monthly. For this to be possible, it is essential to work as an organization and bring everyone’s effort together to be successful. Firms need to apply this approach to ensure the business entity is thriving in the long run. Performance appraisal is the process by which the management evaluates the performance of employees on a given task for future development in an organization; hence it should not be confused with performance management (Mone & Mone, 2018). Performance appraisal is just a single process of performance management in general, mostly done by the human resource department. There is a traditional and qualitative measurement for performance appraisal. It is essential to analyze the process one wants to use in the process of performance appraisal to ensure fairness and effective results to have a successful end. Failure to this it may lead to low job satisfaction and productivity motivation and even costly as it would have spent more money than the input that is expected by the management (Cleveland & et al., 2019)
As a manager in an organization, I will ensure that I apply the qualitative performance appraisal technique to ensure the success of the organization. This will aim at evaluating the teamwork and cooperation of employees, job knowledge, customer relations, communication, and quality results. Teamwork on an employee can be seen on how he/she behaves when change is needed; hence employee acts as a facilitator or agent of change. The employee regularly helps the fellow member staff, primarily through discussions and conducting activities that will enhance improvement. Job knowledge is evaluated once employee excels in tasks presented to them with technical expertise in the field. The quality of results on the hand is evaluated in terms of quantity and quality of service standards. The quality of employee results in the task assigned evaluation will help in ensuring the organization has high productivity (Sailer & et al., 2017)
However, all this can be effective by creating an evaluation form, having a feedback guideline, disciplinary and termination measures, and having an evaluation schedule for the whole process. This evaluation will help motivate the employees to do their best through promotions and recognition of staff (Sailer & et al., 2017). The employees will ensure that they always work hard and effectively to have a good performance appraisal in this case. This performance appraisal will help in meeting the organizational objectives and goals. It will also ease the work of the Human resource department as it will act as feedback to the improvements that need to be made by the organization and as a department.
Reference
Mone, E. M., London, M., & Mone, E. M. (2018). Employee engagement through effective performance management: A practical guide for managers. Routledge.
Cleveland, J. N., Huebner, L. A., Anderson, K. J., & Agbeke, D. V. (2019). Lifespan perspectives on job performance, performance appraisal/management and creative performance. In work across the lifespan (pp. 291-321). Academic Press.
Sailer, M., Hense, J., Mandl, H., & Klevers, M. (2017). Fostering development of work competencies and motivation via gamification. In Competence-based Vocational and Professional Education (pp. 795-818). Springer, Cham.