Performance Appraisal

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Summary

Performance AppraisalDefinition Performance Appraisal? Meaning.

A Performance Appraisal is a method and a process to identify, observe, measure, evaluate and develop individual employee performance, providing employee feedback, and (indirectly) to improve the effectiveness of the organization as a whole. An appraisal normally consists out of the assessment by a qualified person of the performance and of a discussion of the development and training needs of an employee. It is important to realize there are two sides to any appraisal:

  1. Judgment (Historic). Actual performance is compared against performance targets and feedback (both positive and negative) is given. This may or may not include the determination of a pay increase. Generally, including pay in the Appraisal has the major disadvantages that honest and open communication becomes almost impossible, and the judgment part of the Appraisal becomes too dominant.

  2. Development (Future-oriented). The needs of the employee are evaluated in terms of the training requirement to improve skills and knowledge in line with future performance objectives and the direction the employee wants to grow. Furthermore Employee Objectives (SMART: Specific, Measurable, Achievable, Realistic/Relevant, Time-related) are agreed. Compare: Career Management.

Any Performance Appraisal should be:

  1. Documented.

  2. Delivered in a face-to-face meeting.

Performance Appraisal FormAny Appraisal should be well prepared for by both the manager and the employee. Although normally the line manager of the employee is best positioned to be the appraiser, in some organizations it can be a special Personnel Manager. The advantage can be that this specialized person has more experience, special skills and knowledge on doing employee reviews. An issue is that the Personnel Manager must be aware of how the employee is functioning in his work environment. This can be supported by Peer-Appraisals and/or by 360-Degree Feedback.


Steps in a Performance Appraisal. Process

Typically a an appraisal of performance is comprised of three main steps:

  1. Definition of the expected duties and the job standards. By line manager, together with employee.
  2. Conduct of the performance appraisal, comparing the actual performance of the employee with the performance standard that were previously defined.
  3. Feedback and follow-up: line manager provides feedback to the employee and plans are made for future development.

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Value System Appraisal
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PA are not Fair
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From Business Objectives > Department Deliverables > Employee Objectives > Performance Appraisal
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Checklist of 50+ Common Errors in PA
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G.T. Milkovich and J.M. Newman (...)
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How to Achieve Fair PA?
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No Routine Annual PA
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Concerns not Previously Discussed During Performance Reviews
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How to Deal with Average Performers?
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Wrong Use of Employee Appraisals
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Three Types of PA
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Broken Confidentiality of PA
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Don't Forget Appraisal Follow-up
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Outcomes of PA
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How to React When You are Undervalued?
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How to Prepare for a Performance Appraisal as Appraiser
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Tips for Ensuring PA Hold Up in Court
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Avoiding Biases in PA
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Appraisal for Future Job?
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Disparaging Appraisal Terms
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Advanced insights about Performance Appraisals. Here you will find professional advices by experts.


3 Suggested Changes to Improve the Performance Review Process

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Various sources of information regarding Performance Appraisals. Here you will find powerpoints, videos, news, etc. to use in your own lectures and workshops.


How to Give Successful Feedback to Employees

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Compare with: Self-Appraisal  |  Peer-Appraisal  |  Behavioral Observation Scales  |  Competency-based Approach  |  Behaviorally Anchored Rating Scales  |  360-Degree Feedback  |  Management by Objectives  |  CSFs and KPIs  |  Result Oriented Management  |  Pre-Employment Screening

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