PERFORMANCE APPRAISAL PROCESS

MEASUREMENT OF PERFORMANCE

MEASUREMENT OF PERFORMANCE

Clearly define and develop the employee plans of action (performance) with their role, duties and responsibilities. Organizational outcomes or the achievement of organizational goals should be kept in mind. Focus on accomplishments and results rather than on activities.

MEASUREMENT OF PERFORMANCE

Note skills, knowledge and competencies and behaviours of the employees that help the organisation to achieve its goals. Collect the feedback about the performance of the employees through multi-point feedback and selfassessments.

Financial measures like the return on investment, the market share, the profit generated by the performance of the team should also be considered.

IMPORTANCE OF DOCUMENTATION
Under the FWA it is a requirement to document the whole performance appraisal process. This can be tedious and consuming. Performance management systems simplify the appraisal administration process, eliminate paperwork and significantly reduce employee appraisal-time stress The system helps reach corporate goals and the KPIs of individuals to ensure specific accountability. The transparency of the process is enhanced and managers are better equipped to target-develop employees, retain top performers and identify poor performers.

COMPONENTS OF THE APPRAISAL FORMAT

Identification of key performance areas Identification of qualities for job performance Self-appraisal Analysis Discussion Identification of training needs Action plan and goal settings for the future Final assessment

ATTRIBUTES
Personal qualities
Adaptability Loyalty Ingenuity Initiative Maturity Stamina Tenacity Verbal expression Written expression Appearance and bearing Dependability Integrity Drive and determination Decisiveness

Demonstrated performance
Professional knowledge Administrative ability Responsibility for staff development Foresight Delegation Motivation Morale Control

APPRAISAL INTERVIEW
Planning an interview - tell and sell - tell and listen - problem solving Conducting an interview as planned Applying good questioning techniques Listen intelligently and without prejudice while someone less senior does most of the talking Communicating effectively verbally and non-verbally

COMMUNICATION

Communication is at the core of an appraisal system Communication can be either upward or downward. Downward communication is from upper management levels to lower levels, and passes on a judgement of how the employees are doing and how they might do even better. Upward communication is from lower to higher levels. Through this process, employees communicate their needs, aspirations and goals. As information flows upward, it has to become brief and precise because of the channels through which it has to pass.