The appraisal process is also used to evaluate an employees potential. Management may decide to delegate more tasks to an employee whose performance meets or exceeds expectations. This includes added responsibilities and advancement within the organization. Recognizing and rewarding employees is another reason organizations use performance appraisals. Not only does recognizing and rewarding boost an employee’s morale, it allows for other employees to model their work ethics upon. The appraisal process will also highlight those areas of employee performance that may nee

The Appraisal Process is usually conducted one to two times throughout the year. Employees are evaluated depending on the criteria prevalent to the current job of such employee. This evaluation must be free from any kind of contamination, and requires acceptance by the organization and its management as realistic criteria. The appraiser must have full and complete knowledge of the job responsibilities of the employee, and maintain accurate information regarding the employee’s performance. Unbiased standards are reflected within the employees review, allowing for optimal assessment based on work performance.

Appraisals are usually made a matter of record by most organizations. There are different ways to score employees performance on performance reviews, each having its own advantages and disadvantages. The graphic rating scale method is the most common approach to rating employee’s performance. With this approach, appraisers rate employees on factors measured on a scale. Each interval on the scale is usually has a descriptive phrase for a specific level of performance. The 360 degree review process involves an employee’s performance being appraised by more than one person. Those who might me involved in conducting this type of appraisal include subordinates, peers, superiors, and sometimes, customers. This approach to rating employees provides diverse feedback to an employee’s performance on the job, although sometimes there may be undesirable results. Other rating systems include the ranking and forced distribution method, the paired comparison method, essay, narrative, and critical incident methods, and the behaviorally anchored rating scale. Company policy will typically dictate the appraisal method or methods used to evaluate employees.

Finally, the last stage of the appraisal process is the rewarding stage. In the rewarding stage, management rewards employees for their performance. There are many different rewards an employee could receive, and it is up to management to decide which rewards are suitable for each employee. Some examples of rewards include certificates of achievement, reward ceremonies, and the most popular, pay increases. Management may also decide to reward employees

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