Performance Appraisal Case Study

Performance management is a continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization. Appraisal activities are important to improve employees

Finding gratification and meaning to their work is important to Millennials so that they can excel and be productive in the workplace that is supportive of their work. To decrease turnover it is important that organizations provide employees with feedback, mentoring from senior employees and clarify guidelines and expectations of management. Providing Millennial with face-to-face performance reviews as opposed to formal reports

As explained by Human Resource Management - Standard Level (2010), monitoring is a continuous form of checking and recording work. It ensures that the progress of obtaining information is checked and that the organisational standards are maintained, to exploit resources positively, deal with problems tactfully and to ensure a dynamic change management. It is understood as to know if the right thing is being communicated to the right people at the right time in the right way. Evaluation is another process that uses the information gained from monitoring to review and evaluate the organisational progress. It involves the review of the workforce’s performance, operations and objectives, and strategies are devised to

In exchange for their loyalty towards the orgnization and their effect for their work, employees form expectations. To improve the quality of their work, to realize their career goals and to ensure that they work efficiently, the organization has to mobilize various incentive mechanism. Organizations can support their employees by establishing properly working human resources procedures and performance evaluation systems, concentrating on career management activities and improving the employees’ physical working conditions. Organizational support theory explain the psychological process underlying POS as follows: Firstly, POS in the basis of reciprocity norm creates a feeling of necessity concerning the organization working towards its goals and considering the

Effective communication among employees helps the HR managers to maintain the organizational culture and structure. Communication provides an opportunity to the employees to transmit their plans and problems to their managers and they feel more secure, safe and concentrate better on their jobs. The effective communication leads the HR managers to assess the job performance of their employees, especially through the performance appraisals. These are made on annual or six months basis and then managers come to know who employees are improving and who require more

The hard approach involves developing strategies for managing and controlling human beings. Under the soft approach the manager focuses on improvement of communication between employer and employee, motivating the personnel, and developing their leadership skills. It is important on the part of the HR manager to ensure that their human capital is well-trained and

According to Bass and his colleagues ‘adaptive leaders work more effectively in rapidly changing environments by helping to make sense of the challenges confronted by both leaders and followers and then appropriately responding to those challenges. Adaptive leaders work with their employee to generate creative solutions to complex problems, while also developing them to handle a broader range of leadership responsibilities. Therefore the leadership style may have an impact on employee job satisfaction. The effects of leadership on employee job satisfaction also important because leadership is viewed by some researcher as on of the key driving forces for improving a firm performance. Effective leadership is seen as major source of management to sustained competitive advantage for organization performance improvement according to (Avolio, 1999; lado, Boyd and Wright, 1992; Rowe, 2001).

Performance improvement is founded on the concept of improving human performance by systemic approach at the individual, process and organisational levels. It involves consideration of various elements that impact the individual performance such as the job description, performance expectations, feedback on performance, supportive environment, and knowledge and skills required as technical competencies to do the job. With relevance to the impact of accreditation process and how the organization can make the best of it, performance improvement also involves two important aspects which are delineated in this book: motivation and empowerment of employees to perform to expectations the working environment organized support, in terms of strategic direction, aligned personal goals to the organization goals, organisational structure, leadership and management organisational

Hence, the aim of this report is to reflect over my current personal skills and abilities assessment with a particular focus on self-development to become a management professional in order to fit into the organization and to become successful. 1.1 Personality, Assessment and Evaluations Psychologists have long recognizes the importance of work in our lives and they proposed that, personality play a significant role in all the process of work starting from how people actually perform their jobs and the attitudes they hold about them (i.e. job satisfaction) through the factors that increase or decrease their

But with proper planning, working with applicable or fitted spectrum learning levels and team work among the employees with one goal, the Organizational Development can be effectively implemented through the defined, achievable and measurable goals and objectives of the business. Since change is inevitable and constant, good leadership within the organization should also consider. The proper training needs can be assess, work advancement opportunities, developed skills and knowledge can be given by the management after accurately assessing its employees from top to bottom, as well as its operational system as a whole. Thus, it is analysed that change is not hindrance to work progress and advancement. It is but an opportunity to exceed what is expected