Developing a Performance Appraisal System

Developing a Performance Appraisal System

A performance appraisal can be put in place to record an employee's progress, and also to show if an employee is falling behind. Businesses can list their goals, and intentions while letting the employees participate. When setting a performance appraisal it can increase output and higher self-esteem in the employees. This can show the employees that they there work are appreciated and that it isn't going unrecognized. Employees can also see where they need to make improvements and show what they may need to do differently.

When employees look at their appraisals they can take a look at where they are heading in this career choice. They can look and see how well they are accomplishing their selected jobs goals. They may also learn different tactics on how to accomplish their goals that they may be failing in. Being able to see what improvements are needed helps the employees because without them the employees would not know what needed to be chance.

When building appraisals, performances in the past and goals for the future should be included in them. Having the performance appraisals done you need to make sure that the person doing them is qualified and knows what all needs to be included. Without the correct and proper information needed the appraisal may not serve its purpose.

To do list for building a proper performance appraisal:

1) Make sure employees are involved in the making of the appraisal.

(Making sure the employees are involved with this process will help make this appraisal plan more effective)

2) Make sure to in include statements of the standard performance.

(Having statements included will help how the conclusions were made.)

3) Make sure a list of what is expected of them is included.

(This shows the employee what is expected of them by their employers.)

4) Make sure to post what the overall performance was of the employee.

(This will help list the total performance of each employee.)

5) It is best to use formal appraisals annually or at least use them twice a year.

(This will help keep everything up to date and the employee's right on target where they need to be.)

6) Be sure to list suggestions on how to improve the employee's performance on the job.

(Giving suggestions for how to improve the employee's performance can help both the employee plus the employer.)

7) Make sure that the dimensions measured are things that the employee has control over.

(Make sure that what is expected of the employee is reasonable and can be done in the time allowed.)