The performance appraisal process has existed ever since performance evaluation was introduced in the workplace in the 1960’s. Prior to this, evaluations would occur sporadically and at the discretion of the individual doing the evaluation. There were no set standards in place for assessing performance. There was no method to gauge the quality of a worker’s work unless you’d recorded documentation of it. The new system put an end to all of these things.
The performance appraisal process has been described in many ways but let us try to simplify it for our purposes here. The vernacular term is called the appraisal or performance evaluation procedure. It has to do with setting expectations of their employees for performance as part of the corporate personnel management system. The vernacular also describes the measures that are taken to evaluate the performance and set the goals of the company. The steps of the procedure are in the form of goals or targets to be achieved.
In the performance evaluation process, the workers are expected to satisfy their expectations. For many managers this means setting performance standards for the employees. The worker then competently meets the criteria and is rewarded for it. However, there are managers who believe that rewards must be linked to levels of productivity.
If employees provide feedback to a manager in the performance assessment process then that information is used in determining the success or failure of the employee in achieving his or her objectives. There are managers that believe in initiating corrective actions even before someone has started to show poor performance. Those managers feel that once negative feedback has been provided, it can be used to provide feedback that will help that employee make improvements to be able to meet the goals which have been set.
One of the main reasons why an employee might be unable to meet expectations is the time consuming nature of providing feedback. The time consuming nature of providing feedback is called the”time-box” effect. An employee’s performance may not meet the goals of the management goals because of the high level of difficulty that was experienced in fulfilling the objectives. This means that an employee may need to be evaluated with a time-consuming procedure like the paired comparison analysis. The paired comparison analysis performance evaluation method provides information on the elements which contribute to the difficulty of performing well in a specific task.
The graphic rating scales method is another common method that is used in performance appraisal processes. The graphic rating scales method is much more descriptive than the other two appraisal methods. This sort of appraisal provides results that can be used to find out the level of difficulty that’s associated with meeting the objectives of the organization.
If the organization has established several standard goal, it’s possible for employees to understand what the goals are and to reach each of these goals fairly quickly. However, it still requires a great deal of time to accomplish each goal. For this reason, the graphic rating scales method provides information that helps managers determine the degree of difficulty that is associated with meeting the standards of the organization. Additionally, it provides information that can be used to help managers determine if it’s worth it to take additional time to properly fulfill the criteria of the organization.
One of the most common types of performance evaluation processes is the participative performance appraisal procedure. In this sort of procedure, managers have an opportunity to ask questions and to get answers from employees. Employees are allowed to give feedback without threatening any consequences or retaliation. An employee might describe the problem of achieving a particular goal or the need to take extra time to meet the standards. While it may take a while for the manager to completely understand the ideas and opinions of the workers, the manager is nonetheless permitted to utilize this information to help him improve the way he’s managing the organization. By getting input from employees, the manager can enhance his understanding of how the company works and can determine ways he can make the business more effective and efficient.