ANGUTECH 2023 Performance Appraisal PDF

ANGUTECH - Performance Appraisal DANIEL OPUNI, MD 1  CONTENTS 1. Definitions 2. Analysis of Definition 3. The Objectives Or Purpose Of Performance Appraisal 4. Making A Success Of Appraisals 5. Appraisal Interview 6. The Structure Of The Interv...

ANGUTECH - Performance Appraisal DANIEL OPUNI, MD 1  CONTENTS 1. Definitions 2. Analysis of Definition 3. The Objectives Or Purpose Of Performance Appraisal 4. Making A Success Of Appraisals 5. Appraisal Interview 6. The Structure Of The Interview. 7. Conclusion 2 PERFORMANCE APPRAISAL 3  Definitions Two definitions that have gained currency and which have relevance to our discussions will be considered. The first, provided by the United States Office of Personnel Management states: All periodic written assessment of job performance measured against responsibilities, goals and/or tasks, specific duties assigned and agreed to as well as identification of strengths and weaknesses demonstrated by employee's potential and training or development needs. (US/OPM, 1980). 4  Definition The second definition is given by ACAS. It states that Appraisals regularly record an assessment of an employee's performance, potential and development needs. The appraisal is an opportunity to take an overall view of work content, loads and volume, to look back on what has been achieved during the reporting period and agree objectives for the next appraisal. (Advisory, Conciliation and Arbitration Services, "Employee Appraisal", 1988:3). 5  Analysis Of Definitions This reveals important characteristics about the appraisal process: it is a regular, systematic procedure which is applied according to pre-determine rules; it involves the collation of information and its assessment in an attempt to be objective, accurate and fair as possible; information collected and distributed is used to increase individual and organisational effectiveness. 6  The Objectives Or Purpose Of Performance Appraisal Performance appraisal schemes can be introduced to achieve a variety of objectives: - Improving work performance Administering merit pay Advising employees of work expectations Counseling employees Making promotion decisions Motivating employees Assessing employee potential Identifying Training needs. 7  The Objectives Or Purpose Of Performance Appraisal (contd). Helping employees set career goals, assigning work efficiently and making transfer decisions Making decisions about lay offs and terminations Assisting in long term planning Validating hiring procedures Justifying other managerial actions. The most likely reason for adoption of staff appraisal is to analyse performance on the job in order to: reward people fairly and identify those with potential for promotion or transfer 8  Making A Success Of Appraisals For appraisal schemes to work effectively it is necessary to: make sure senior managers are fully committed to the idea; consult managers, employees and trade union representatives about the design and implementation before appraisals are introduced; give appraisers adequate training to ensure fair and objective assessments and effective appraisal interviews; keep scheme as simple and straightforward as possible have written records to provide a feedback to employees and to allow more senior managers to monitor effectiveness of appraisals. focus on job description for performance and avoid assessing character of employee. (based on ACAS Manual) 9  Appraisal Interview Employees should be given adequate notice. Self- assessment form can help them prepare. At least one hour should be set aside for the interview. Seating arrangement should be comfortable and the interview free from interruptions. The appraiser should suggest ways in which the employee's good work can be continued and how he/she can achieve further improvement. Both parties should discuss how far agreed objectives have been met and agree future objectives. 10  The Structure Of The Interview explain purpose and scope; discuss job in terms of objectives and demands; encourage employee to discuss his/her strengths and weaknesses; discuss how far agreed objectives have been met; agree future objectives; discuss any development needs appropriate to the existing job or the individual's future in the organization e.g., training, education, work experience; summaries the plans that are agreed; if there are disagreements explain how the employee can appeal against his/her appraisal marking; 11  Conclusion Appraisals can benefit both employees and employers. They can improve employees' job performance and suitability for promotion while at the same time helping to use labour more effectively. They can improve communications and the quality of working life and make employees feel that they are valued by the organisation. 12  THE END THANK YOU. 13