Employee Performance: The Importance Of Performance Appraisal

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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…show more content…
The promotion programmes for efficient employees were inefficient can be demoted in case as performance appraisal tries to give worth to the performance. Remuneration/compensation which includes bonus, high salary rates, allowance and pre- requisites are depend on performance. The criteria should be merit rather than seniority. The systematic procedure of performance helps the higher authority to understand the importance to identify the potential of the employees and design the new jobs for efficient employees for higher roles and responsibilities. Future changes in selection can be made in this regard. KEY RESULT AREA The KRAs is a concept on which the individual person’s performance is measured and the activities which have an impact on the bottom line of the business of an organisation.as it’s very difficult to measure. Key result areas are those things that an employee absolutely, positively must do to fulfil his responsibilities and achieve business goals. Key Result Area Key = main/crucial Result = outcome/end/consequence Area = space/range KEY RESULT AREA = crucial outcome space Point to note  KRA is not the…show more content…
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
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