Performance Appraisal Process

PERFORMANCE APPRAISAL

Performance appraisal is a method by which the job performance of an employee is evaluated and documented .It’s done to understand the abilities of an employee for further growth and development.
The performance is measured through few factors such as job knowledge, quality and quantity of output, supervision, cooperation, versatility and other abilities. Assessment should be confined to the past performance too. The behaviours do affect job results.
Setting and measuring goals has been consistently been demonstrated as a process of management that generates the performance. The appraisal process make sure that every employee of the organisation achieves goals which are set.
Goal setting has consistently been demonstrated

DETERMINING KRA

 Ask yourself, “What makes my position essential to the success of the company?” What are you working on every day to reach your mission and goals?
 Make sure each key results area is specific, measurable, actionable and essential. If you don’t do it, no one else will. If you do it, you’ll win and the company will succeed.
 Ask yourself, “Are there tasks or areas that can be delegated?” Delegation increases your productivity.
 Review your key result areas frequently and make sure your goals align with your daily tasks.

KRA SHOULD BE SMART
S-M-A-R-T is described as
1. SPECIFIC: clearly stated what to do and how to do
2. MEASURABLE: it’s described as how the performance for the goal will be measured
3. ACHIEVABLE: it states that it can be achieved by employees if they work really hard and someone who has done job successfully.
4. RELEVANT: the goal is relevant to the job and the performance on this goal will improve productivity of the employees.
5. TIME FRAME: States a time frame to achieve the goals

EXAMPLE:

Role: Product Manager
Goal: Ensuring delivery of quality product within schedule.
Key Result Area:
 Customer Satisfaction
 Product Management
 Operational Cost