How To Write A Performance Appraisal

How To Write A Performance Appraisal



How To Write a​ Performance Appraisal
The appraiser may be any person who observes the employee while performing a​ job .​
The appraiser has thorough knowledge about the job content, contents to​ be appraised, and standards of​ contents .​
The appraiser should prepare reports and make judgments without bias .​
Typical appraisers are supervisors, peers, subordinates, employees themselves, users of​ service, and consultants.
Supervisors include superiors of​ the employee, other superiors having knowledge about the work of​ the employee, and department heads or​ managers .​
General practice is​ that immediate superiors appraise the performance, which in​ turn is​ reviewed by the departmental head manager .​
This is​ because supervisors are responsible for managing their subordinates and they have the opportunity to​ observe, direct and control the subordinate continuously .​
Moreover, they are accountable for the successful performance of​ their subordinates .​
On the negative side, immediate supervisors, may emphasis certain aspects of​ employee performance to​ the neglect of​ others .​
Also, managers have been known to​ manipulate evaluations to​ justify their decisions on pay increases and promotions.
Peer appraisal may be reliable if​ the work group is​ stable over a​ reasonably long period of​ time and performs tasks that require interaction .​
However, little research has been conducted to​ determine how peers establish standards for evaluating others or​ the overall effect of​ peer appraisal on the group’s attitude .​
The concept of​ having superiors rated subordinates is​ being used in​ most organizations today, especially in​ developed countries .​
For instance in​ most US universities students evaluate a​ professor’s performance in​ the classroom .​
Such a​ novel method can be useful in​ other organizational settings too, provided the relationships between superiors and subordinates are cordial.
If individuals understand the objectives they are expected to​ achieve and the standards by which they are to​ be evaluated, they are to​ a​ great extent in​ the best position to​ appraise their own performance .​
Employee performance in​ service organizations relating to​ behaviors, promptness, speed in​ doing the job and accuracy, can be better judged by the customers or​ users of​ services.




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