TOPIC: Process of Performance Appraisal

INTRODUCTION
I. Attention Grabber- Rhetorical Question (Is there a way for an organization to
critically analyse employee weaknesses and strengths to maximize productivity?)
II. Definition of Performance Appraisal- Forming part of an organization's overall
performance management system, the performance appraisal can be defined as the
process of identifying, evaluating, and developing the work performance of
employees to help achieve the goals and objectives of the organization. At the same
time, appraisals benefit employees by providing them with recognition, feedback,
career guidance, and development.
III. Thesis Statement

THESIS STATEMENT
The performance appraisal process is characterized by establishing job duties and
communicating performance standards, then inspecting, recording, and rating the employee’s
performance, and finally setting-up meetings, providing feedback, and coaching employees
as needed.

BODY 1
1. Establishing job duties and communicating performance standards
 Job responsibilities are the duties an employee completes at work based on their
specific role. Organizations include responsibilities on job listings so they can
communicate the type of skills and experience they're seeking from candidates. Link:
https://www.indeed.com/career-advice/finding-a-job/job-responsibilities/
 Performance standards can be defined with the SMARTS model.
 By communicating performance standards, you will be able to obtain desired
results/outcomes, improve an employee's performance, and develop new skills. When
you do meet to discuss these expectations, standards, and goals, meet in a quiet place
without interruptions and have the job description and objectives in hand. Be sure to
discuss the expectations with the employee and confirm that the employee
understands the tasks and responsibilities of the position. Link:
https://humanresources.umn.edu/dealing-performance-problems/document-
communicate-responsibilities-goals-objectives#:~:text=By%20communicating
%20performance%20standards%2C%20you,description%20and%20objectives%20in
%20hand.

BODY 2
Inspect, Record and Rate Performance
  performance of the employee is measured on the basis of information available from
various sources such as personal observation, statistical reports, oral reports, and
written reports.
 Employee appraisals bring out data related to the performance of an employee, details
about his/her achievements, shortcomings, strengths and weaknesses, and action plans
for the future. All that can have a massive impact on the performance of the
employees and the organization. Link: https://www.profit.co/blog/performance-
management/how-to-document-an-employee-performance-review/
 Performance rating helps people do their jobs better, identifies training and education
needs, assigns people to work they can excel in, and maintains fairness in salaries,
benefits, promotion, hiring, and firing. Most workers want to know how they are
doing on the job. Workers need performance feedback to work effectively. Accessing
an employee timely, accurate, constructive feedback is key to effective performance.
Link: https://en.wikipedia.org/wiki/Performance_rating_(work_measurement)
BODY 3
Setting-Up Meetings, Providing Feedback, And Coaching Employees as Needed.
 Link: https://www.performyard.com/articles/a-managers-guide-to-performance-
appraisal-meetings
 Performance appraisal feedback meeting is giving feedback to our employees on their
performance. For performance appraisal feedback to be effective, the recipient of the
feedback must accept and utilize the information. Acceptance depends on the source
of the information, the nature of the message and the disposition of the recipient.
Link: https://www.evaluationforms.org/performance-appraisal/feedback/
 Counselling is a systematic approach in order to analyse problem area where an
employee is not performing well. This means with help of counselling, managers
could be able to solve the problems due to which an employee is not being able to
perform efficiently and effectively (Toit, 2007). Link:
https://www.ukessays.com/essays/management/employee-performance-counselling-
and-coaching-management-essay.php

CONCLUSION
I. Summarize information
II. Add a little bit of information different from essay.

REFERENCES
 https://www.evaluationforms.org/performance-appraisal/feedback/
 https://www.ukessays.com/essays/management/employee-performance-counselling-and-
coaching-management-essay.php
 https://www.indeed.com/career-advice/finding-a-job/job-responsibilities/
 https://humanresources.umn.edu/dealing-performance-problems/document-communicate-
responsibilities-goals-objectives#:~:text=By%20communicating%20performance
%20standards%2C%20you,description%20and%20objectives%20in%20hand.
 https://www.profit.co/blog/performance-management/how-to-document-an-employee-
performance-review/
 https://en.wikipedia.org/wiki/Performance_rating_(work_measurement)
 https://www.performyard.com/articles/a-managers-guide-to-performance-appraisal-
meetings