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Questions and Answers
Staff appraisals are primarily used to determine salary increases.
Staff appraisals are primarily used to determine salary increases.
False
For appraisal schemes to work effectively, senior managers need to commit to the concept.
For appraisal schemes to work effectively, senior managers need to commit to the concept.
True
Appraisals should focus on the employee's character rather than their job description.
Appraisals should focus on the employee's character rather than their job description.
False
A 15-minute meeting is typically enough for an effective appraisal interview.
A 15-minute meeting is typically enough for an effective appraisal interview.
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It's crucial that the appraiser sets future goals for an employee and the employee agrees to these goals, before leaving the meeting.
It's crucial that the appraiser sets future goals for an employee and the employee agrees to these goals, before leaving the meeting.
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Performance appraisals are typically an irregular and unsystematic process.
Performance appraisals are typically an irregular and unsystematic process.
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The primary aim of performance appraisals is solely to determine salary increases.
The primary aim of performance appraisals is solely to determine salary increases.
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An organization uses the collected information from Performance Appraisals to increase organizational effectivness.
An organization uses the collected information from Performance Appraisals to increase organizational effectivness.
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ACAS requires that appraisals should not discuss an employee's development.
ACAS requires that appraisals should not discuss an employee's development.
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Performance appraisals should not assess an employee's training needs.
Performance appraisals should not assess an employee's training needs.
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The US Office Of Personnel Management suggests that appraisals should be occasional, not periodic.
The US Office Of Personnel Management suggests that appraisals should be occasional, not periodic.
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Performance appraisals are never used to aid in promotion decisions.
Performance appraisals are never used to aid in promotion decisions.
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Employee motivation is improved by performance appraisal programs.
Employee motivation is improved by performance appraisal programs.
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Study Notes
Performance Appraisal
- Performance appraisal is a systematic process used to evaluate employee job performance.
- Defined by the US Office of Personnel Management as a periodic written assessment of job performance against responsibilities, goals, and tasks.
- An alternative definition by ACAS focuses on recording performance, potential, and development needs. This includes an overview of work content, evaluating accomplishments, and setting future goals.
- The appraisal process is regular, systematic, and applied according to pre-determined rules.
- Information gathered should be objective, accurate, and fair.
- Information collected is utilized to increase individual and organizational effectiveness.
Objectives of Performance Appraisal
- Improve employee work performance
- Administer merit-based pay
- Provide employees with clear work expectations
- Offer employee counseling
- Make promotion decisions
- Motivate employees
- Assess employee potential
- Identify training needs
- Help establish career goals
- Assign work effectively
- Make decisions on layoffs and terminations
- Assist in long-term planning
- Validate hiring procedures
- Justify other managerial actions
- Reward employees fairly
- Identify potential for promotion or transfer
Making a Successful Appraisal
- Senior managers must commit to the appraisal process.
- Managers, employees, and union representatives should be consulted before implementation.
- Appraisers need training to ensure fair and effective appraisals.
- Appraisal schemes should be straightforward and simple.
- Maintain written records to provide employee feedback and help senior managers monitor effectiveness. Focus on job descriptions; avoid assessing employee character.
Appraisal Interview
- Provide adequate notice to employees.
- Offer self-assessment forms to prepare employees.
- Ensure one-hour interview time.
- Create a comfortable and distraction-free interview environment.
- Suggest methods for continued improvement.
- Discuss the achievement of objectives and set future objectives.
Interview Structure
- Explain the purpose and scope of the appraisal.
- Discuss job responsibilities and objectives.
- Encourage employees to discuss strengths and weaknesses.
- Review progress towards agreed objectives.
- Establish future objectives.
- Identify development needs related to job requirements, training, education, and experience.
- Create summaries of agreed plans.
- Explain the appeal process for disagreements.
Conclusion
- Performance appraisals benefit both employees and employers.
- Enhance employee job performance and suitability for promotions.
- Improve labor utilization.
- Strengthen communication and improve working environment.
- Foster employee value within the organization.
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Description
This quiz explores the systematic process of performance appraisal, defined by various organizations. It covers objectives such as improving employee performance, administering merit-based pay, and identifying training needs. Test your understanding of this essential HR function.
