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The Appraisal Process

            
             The appraisal process is the periodic evaluation of each employee's on-the-job performance as well as skill levels, attitudes, and potential. Management uses this written form of communication as a tool to inform employees of their progress made during the evaluation period. Management also uses the appraisal process for insight on potential employees who might be considered for advancement. Also known as performance appraisal or performance review, the application of this process is used through most organizations. The appraisal process has become an important tool in communicating managements thought on employee's progress.
             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 need improvement. One way to improve employee's performance may be to provide additional training in areas lacking. This appraisal tactic allows management the ability to eliminate employees whose performance does not meet standards and expectations set forth by the organization.
             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.


Essays Related to The Appraisal Process

1. Employee Performance Appraisal and Motivation

... ] Motivating through On-Going Communication To be effective, the performance review process must be updated to take into account the needs of employees and the nature of today's fast-paced business environment. To be successful, a good performance appraisal process should allow the employee to have a voice in the process. Not only does this generate a sense of fairness about the process, but involving the employee in establishing goals and objectives for his/her ... job is an effective way to improve job performance. In addition to mutually setting employee goals and objective, the perfo...

  • Word Count: 1116
  • Approx Pages: 4
  • Has Bibliography
  • Grade Level: Undergraduate

2. Performance Management and the Law

... each particular case (Malos, 1998). The law most greatly influencing the PA systems practice relates to the Civil Rights Act of 1964, specifically Title VII of the act (Malos, 1998). Title VII was initially oriented toward discrimination cases in employment selection, but the evolution in case law broadened interpretation of the Act now to PA process. The appraisal system of an organization can improve the overall employees' performance, help them ... , increased trust in supervisors and organizational commitment, and decreased legal concerns (Gilliland & Langdon, 1998). To ensure the pe...

  • Word Count: 739
  • Approx Pages: 3
  • Has Bibliography
  • Grade Level: Graduate

3. The Role of HRM in Innovation Processes

... however did not find a relationship between performance appraisal and administrative and technological innovation. The authors argue that performance appraisal may result in undermining the intrinsic motivation of employees, since performance appraisals are mainly used when the level of payment are about to be determined. Different kinds of appraisals were studied by Li et al. (2006) who concluded that process appraisal and control is to be preferred over ... outcome appraisal since it is positively related to technological innovation. Additionally, outcome appraisal and control were fo...

  • Word Count: 8768
  • Approx Pages: 35
  • Grade Level: Undergraduate

4. Recruitment and Appraisal

... is predominantly average, as the budget process requires this while employees do not perceive their performance as average The timing maybe incorrect e.g. performance based remuneration system at the time of organisational restructures Inadequate criteria to measure performance, or criteria that are not easily understood, communicated and accepted. Performance remuneration should therefore be negotiated Inappropriate performance appraisal systems in that the objectives of the appraisal system (e.g. where it is ... intended to identify training needs or suitability for promotion) do not ...

  • Word Count: 1388
  • Approx Pages: 6
  • Grade Level: Undergraduate

5. Diversity In The Workplace

... be incorporated into normal leadership training and/or mentoring programs. Although a company may initially put special accountability measures in place it needs to be built into the organizations normal appraisal systems (Digh, 1998). To create an organizational culture that supports workforce diversity involves several important elements. These elements include a needs analysis, administrative and management ... necessary. An organization should take stock of all training and development provided and then assess diversity's link to the content and process of the training. Consider how...

  • Word Count: 8350
  • Approx Pages: 33
  • Has Bibliography
  • Grade Level: Undergraduate

6. What do you see as the socio-political impact of the "Panic

... money supply, a subsequent rise in prices, specie drain abroad, and finally contraction and depression. Monetary expansion would only renew this process and prolong the contraction necessary to liquidate unsound banks and reverse the specie drain. The only cure for the depression, they concluded, was a rigid enforcement of specie payment. Sound money writers conceded that monetary contraction would bring temporary disturbances, ... of money could not be measured, and denied that such stabilization was either possible or desirable. The twin planks of the relief platform in the states we...

  • Word Count: 3048
  • Approx Pages: 12
  • Grade Level: Undergraduate

7. The Hoshin Kanri Process Strategy Tool

... engineers, managers, and scholars. He also conducted a session for top management. Deming's lectures focused on three key areas: the use of the PDCA cycle, the importance of understanding the causes of variation, and process control through the use of control charts. But though engineers continued to push SQC, workers resisted, data collection techniques were inadequate, and top ... appraisal of what is required to accomplish that strategy. Then the detailed plans are delivered back up through the higher levels of the plan, to allow for the highest-level strategies to be adjusted. This ...

  • Word Count: 2212
  • Approx Pages: 9
  • Has Bibliography
  • Grade Level: Undergraduate

8. The Change process

... efforts failed, Kotter couched his model as a way of avoiding major errors in the change process. It is best viewed as a vision for the change process. It calls attention to the key phases in the change process. Two key lessons learned from the model are that the change process goes through a series of phases, each lasting a considerable amount of time, and ... notion of unfreezing, movement and refreezing as the essential components of the change process. In essence, the model focuses on the leader's role in creating urgency for the change, crafting and communicating the vision, leading...

  • Word Count: 6054
  • Approx Pages: 24
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  • Grade Level: Undergraduate

9. Perormance Appraisal

INTRODUCTION JOB EVALUATION In the early 1880s when Frederick Taylor was working upon the ways to improve productivity of Midvale Steel Company, he formulated a systemic study of assigning pay to jobs. The result of this study came to be known as job evaluation. Definition: Method, which helps to establish a justified rank order of jobs. It is one of the starting points for establishing the relative differentiation of wage rates. REASONS FOR JOB EVALUATION  To establish an orderly, rational, systemic structure of jobs based on their worth to the organization.  To justify an existing pay ...

  • Word Count: 4634
  • Approx Pages: 19
  • Grade Level: High School

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