Performance Appraisal Conclusion

Table of content:

Indroduction PAGE: 1

Purpose/Importance of performance appraisal PAGE: 2

Steps in appraisal PAGE: 4

Methods, techniques, and tools PAGE: 5

Conclusion PAGE: 6

Introduction

What is Performance appraisal? Well a performance appraisal is a systematic evaluation of the performance of an employee by his or her supervisors. It is a tool that discovers, analysis, and classifies the differences amongst workers in relation to the job standards required from the employee to achieve depending on what him or her is supposed to achieve which depends on the task or tasks given by their managers. A performance appraisal in other terms is given to

And it could be used in a dozen of different ways and purposes. A performance appraisal is used to appraise the quality of performance of an employee working in the organization, in which it includes the knowledge of work that that employee has, or the ability to work efficiently depending on the scenario that he or she is in. through this method the appraisal procedure. It also could be used to train employees. The main purpose of performance appraisal is to focus and motivate high performers. It is very important because it has a direct linear correlation between management behaviors and activities, employee engagement and business profitability. In short, if you want to increase next year’s organizational performance results, start with this year’s management behavior. The challenge is, it is very often seen as a process and it is a process in the fact that it is recurring. However, that devalues the key which is it’s fundamentally about the human interaction between the manager and the employee. So what are the key activities that comprise performance management? Well it should start at the beginning of the business year with objectives setting. Every employee should have a set of objectives which a line to business goals. The purpose of these objectives is to give the employee clarity about what is expected of them at work. Once those objectives have been set, it’s vitally important that the manager and the employee sit down idly monthly and have regular one to ones. During those one to ones you would expect to check in for the performance and how its directly effecting the organizations goals, but in addition to that, the manager should be using coaching skills and giving feedback and making sure that their employees feels totally understood and has all the skills they need to perform to the