Performance Appraisal Form Evaluation

Performance Appraisal Form Evaluation

Performance appraisal is an essential process in an organization that both managers and employees derive substantial benefits. This paper explores Nestlé’s performance appraisal form (picture shown below) by evaluating its components, how improvement can be made, and what can be done differently in the selected performance appraisal.

Figure 1.0: Nestle’s Performance Appraisal Form

Type of Evaluation

The evaluation applied in Nestle’s performance appraisal form is descriptive as it includes selecting the employees of the organization and presented with the appraisal form that they will rate themselves. The form includes measures that describe the abilities and skills of the employees as well as their contribution to the organization.

Scale Used

Graphic Rating Scale: This is a type of performance appraisal technique where the behaviors or traits that are essential for practical performance are usually listed out. Every employee in the organization is then rated based on the identified traits. This rating scale is used by the company when quantifying the traits and behaviors that the employees of Nestles display. The Nestle Company performance appraisal form lists out the various qualities they aim at appraising their employees and which are grouped in three primary categories. This includes technical competencies, core competencies, and managerial competencies..

The appraisal form has well-defined performance evaluation measures against which the workers are rated. This is attained by ensuring the traits are grouped in different categories for better understanding. Further, the rating used is relevant to the traits that the company wants to measure from its employees.  For instance, in managerial competences, the form lists the various traits of a manager, such as keeping others informed, organization, and clarity, among others. Nevertheless, the performance appraisal form offers ambiguous traits, including honesty, loyalty, integrity, etc., and this need tp highly avoided.

Usefulness: The graphic rating scale is advantageous in that it is easy to understand, and it is also easy to use. The comparison criteria can also be standardized using the graphic rating scale. The traits and behaviors of employees can be quantified, and this makes the appraisal easier (Newman, Kinney, and Farr, p. 381).

Usefulness for Goal Setting

Goal setting includes a robust motivator and the aim or object of an action. The setting of goals will include the process to be used to attain particular goals. In Nestlescompany, if employees are in a position of setting and achieving individual goals for themselves, they will ultimately experience several benefits. Even when they fail to reach the overall listed goals, the fact that they have them has the potential of enriching employees’ life in numerous ways.

Goal setting will help in providing direction to the employee (Society for Human Resource Management). The goals of an individual help them understand what they can aim for as well as provide direction of your efforts towards the particular goal. Goal setting will guide an individual to the place they would want to see themselves in the future, especially in their career. The next importance of goal setting is that it gives the Nestles’ employees a clear focus concerning what is essential in life. When setting goals, it is important for people first to understand what is essential for their life and what they at accomplishing. Employees in the organization should understand what they consider important in their careers and their roles assigned in the organization. When employees take time to reflect on their dreams and hopes, the goals developed will center on what is essential for them in life.

Goal setting is also key in offering clarity in decision making. Since it will help the Nestles’ employees in focusing on what is considered essential and what they aim at accomplishing, as well as where the employees want to be in the future. Through this, decision making can easily be attained when you are in a position to determine where you want to go. You can make a better impact your life positively. Further, setting goals will provide control of employees’ future, and the absence of goals will often drift them aimlessly. With the use of goals, you ultimately have more control over how you want to arrive at a particular level.

Alignment to Corporate Goals, Mission, and Vision

Performance appraisal of Nestles is typically developed to meet the mission, vision, and goals of a company or to ensure performance evaluation measures reflect the activities of the company and where they want to see themselves in the future. Nestle company mission statement states, “…the world’s leading nutrition, health, and wellness company. The companies mission that includes “Good Food, Good Life” is aimed at providing its consumers with the best tasting and most nutritious choices through offering a wide range of beverage and food categories. They also attain this through the provision of eating occasions starting from the morning to the night hours.  The vision and values of Nestle company state, “To be a leading, competitive, Nutrition, Health and Wellness Company delivering improved shareholder value by being a preferred corporate citizen, preferred employer, preferred supplier selling preferred products.

The performance evaluation form lists the competencies that employees should display in the organization. This includes core competencies, technical competencies, and managerial competencies. All the identified competencies are inclined to supporting the goals, mission, and vision of the company as they strive to deliver their services and provide products to their consumers. All the competencies identified guide a company to fulfilling its goals set and keeping track of its commitment to the mission of the organization. Excellent core competencies such as punctuality, integrity, corporate social responsibility, etc., will help in meeting the goals of the company.

How Does the Form Meet the Needs of Many Different Types of Employees?

Performance appraisal measures help in the escalating rapport between the employees and the management of a Nestlescompany. The measures of performance also contribute to increased job satisfaction since Nestles’ management displays commitment to developing their employees. When Nestle carries out performance appraisal for its employees, the workers will improve their sense of loyalty toward the organization. The employees want to see their efforts and contributions within the business, and the performance appraisal reveals this by showing them the contribution they made in the success of the company. Further, employees look to boost their morale, and the appraisal will be used to find areas that employees can be improved, translating to improved morale among the employees.

Employees in  Nestles company need to develop their skills and abilities in various tasks and roles played. These could include improving the technical competencies such as problem-solving abilities or managerial competencies, including listening skills, organization, and clarity, among others. The use of a performance appraisal will seek to understand the skills that employees have and rate them to see the areas they need to improve. It is to regularly carry out performance appraisal for all employees in an organization as the report will help to identify their needs and devise ways of meeting them.

Objectivity (Supports Objective Evaluation)

The primary objective of Nestles’ performance appraisals is measuring and improving employee’s performance and escalate their potential and value to the firm in the future. It serves the primary importance of ensuring that the expectations of the top leadership in an organization are communicated.

The performance appraisal form contains measures that help employees to perform at their optimum levels. Besides, the management will be informed concerning how well the employees of the company are performing their work. The performance appraisal is also focused on helping the employees to evaluate their progress as well as reflecting on particular areas that require growth and even further development.  The objectivity of a performance appraisal is found to be most meaningful when it is carried out fairly and in a transparent manner, and thus supervisors should avoid personal biases. The performance appraisal form Nestles company is supplied to all employees in the organization, and it has criteria and procedures for the evaluation process. In most cases, the procedures and criteria include consultation between the management and workers to ensure it is fair and.

Improving Performance Evaluation

The management of an organization is, in most cases, expected to follow a given employee performance appraisal process. The performance appraisal can be improved and turn them into practical communication, a development tool for workers, and goal setting. At the same time, the managers operate with the requirements of their performance evaluation system.

Nestles’ employee performance appraisals form part and parcel of the company that entirely aims a measuring the performance of the workers. The supervisor during the performance appraisal needs to create a provisional action plan that dictates improvement, whose adjustment depends on the feedback from the employee during the meeting. The process needs to be made as collaborative as possible to help identify the areas that lead to misunderstanding and confusion on the part of the employee and can foster ownership of the problems by the employee.

The performance appraisal can be improved by reviewing it before meeting with the employee, where the supervisors are expected to look for help from the human resource professional or the manager. Improvement may also include meeting with the employee and also ensuring a follow up is conducted.

What Should Be Done Differently?

Performance appraisal possesses two facets. First, the perspective of an employee who owns substantial expectations that he or she will demonstrate within a one-year performance against the objectives the employee did. The second is the manager’s perspective, who may find it challenging to recall the entire attainments as well as the employee accomplishments. There should, therefore, be regular performance management, which will include action, achievement, coaching advice as well as feedback (American National Standards Institute, Inc, 12).

The action points involve adding a point of action to which you are working, as it forms part of the performance objective. Achievement should also be included in their performance appraisal as part of the aim.  The manager of an organization can provide feedback to the employees, including career development, or discussion of personal issues.

How Could the Form Be Made More Usable and Beneficial for Both the Employee and His or Her Supervisor?

Performance appraisal should be beneficial to both the employees and the supervisor as the employees who face certain struggles need to give an opportunity of advancing in their respective roles. The supervisor can ensure that they document the areas that they feel the employees need improvement. Through this, the supervisor can be factual, objective, and specific, as well as providing examples and facts that clarify the performance severity or pattern. The improvement plan will include relevant dates, employee information, explanation of the anticipated performance, description of the performance gap, description of actual performance, consequences, and the plan of action (SHRM, p.1).

Nestles’ performance appraisal should include aspects such as performance analysis. As the owner or manager of a company, you are mandated to conduct an assessment of the employees’ performance. If a performance appraisal is to be considered complete, it should be included in the evaluation to ensure the employees and the supervisor understand well the worker meets the standards of the organization. The next key aspect of a performance appraisal that should be considered for the benefit of the employees is including employee potential in the performance appraisal. The appraisal needs to cut across all the employees’ potential as it gives the supervisor and the employee an opportunity to understanding the potential of the particular employee or employees within the company. Through assessing the possibility of an employee, he or she will be in the position of finding confidence in their performance.

Further, Nestles performance appraisal needs to incorporate employee deficiencies. This may include the shortcomings that particular worker swill need to correct to ensure that they fulfill the needs of the company. The deficiencies will be, in most cases, accompanied by actions that may be employed to aid assist the workers in correcting the identified issue areas. It may be recommended the assistance of training as well as providing precise deficiency examples to help correction of the problem.

The evaluations of employees is an essential part of the company as it alerts employees of the growth potential within the organization and also in analyzing the overall performance. With the use of a proper performance appraisal, you will be in a position of strengthening Nestles company while at the same time helping the workers correct their performance issues that are likely to hinder their promotion chances.

What Information is Missing?

Whether utilized by the people team, supervisors, or the employees of a company, appraisals forms are characterized by standard elements that aid in fostering a full review process. The performance appraisal form of Nestle should include a feedback section.

The form of performance appraisal should involve sections for qualitative feedback, especially from supervisors or peers that mention the employees’ opportunities to improve themselves. In addition, Nestles’ ratings, as well as the employee appraisals, should be confirmed or acknowledged by both the supervisors and employees. The form should include the signatures of both the supervisors and employees that serve as a confirmation of the performance appraisal’s validity.

Conclusion

In conclusion, performance appraisal is a key process within an organization that requires appraising the performance of employees to establish areas of improvement and how the management can use various techniques to address any identified issues. The process also assists employees in evaluating themselves and set their own goals that they strive to achieve. Goal setting in Nestles company will help in providing direction to the employee. They usually help an individual with some goals they can aim for as well as provide guidance of employees’ efforts towards the particular goal (American National Standards Institute, Inc, p. 16).

Works Cited:

American National Standards Institute, Inc. Performance Management Standard. 2012.

Daniel A. Newman, Ted Kinney, and James L. Farr. Job Performance Ratings. 2004.

Society for Human Resource Management (SHRM). Developing Individual Performance Goals. 2013.

Society for Human Resource Management (SHRM). How to Establish a Performance Improvement Plan? 2015.