Traits and behavior are only done if a manager feels one need be assessed on an individual. .
Objectives of the Performance Appraisal and Effects on Personnel:.
The main objective of a Performance Appraisal is to review an individual's or group's performance for a company. Is productivity where they want it to be, are managers and employees relating and communicating with each other. These evaluations also help the future of the company to see where it wants to go and who it will need to get there. Some employees are not too fond of these evaluations because they feel that they are not performed by qualified people and that their score might nor actually reflect their proper self. .
Performance Appraisal on Personnel:.
When first deciding on which employee will be evaluated, these steps will be taken to ensure that the best and most accurate evaluation is given. First previous evaluations and current information on the progress of that individual will be reviewed and checked to see if there is any room for improvement or reward. Only fully trained and qualified appraisers will be allowed to give evaluations. Then in advance set a date that fits both schedules for the appraiser and employee. Review previous goals that were set and then think of some that could be added if needed or the credit that can be given, rather than just try to make it up on the spot. If this is a appraisal due to mandates and rules have a copy of the companies policies and rules handy so that they can be checked over to see no mistake has been made. Have sheets, charts, graphs, etc. handy to show the facts you are presenting so that a clear and visible piece of information can be understood on both levels. When setting up the interview, make sure each point can be countered by one another in a fair and non fault-finding way. First engage with the employee on how they think things are going for them and if they have any concerns.
