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SUGGESTIONS FOR IMPROVING PERFORMANCE APPRAISAL

Discuss SUGGESTIONS FOR IMPROVING PERFORMANCE APPRAISAL within the Human Resources Management (H.R) forums, part of the PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT category; 1. Training Appraisers: Training appraisers are essential for achieving better results with performance appraisal. The training should be designed to ...

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SUGGESTIONS FOR IMPROVING PERFORMANCE APPRAISAL
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Abhijeet S
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SUGGESTIONS FOR IMPROVING PERFORMANCE APPRAISAL - October 19th, 2010

1. Training Appraisers: Training appraisers are essential for achieving better results with performance appraisal. The training should be designed to improve appraiser’s capabilities to: observe, conduct constructive feedback, listen, support, counsel, set objectives and ask appropriate questions. Some benefits that can be achieved by using appraiser training are as:
• Improve understanding of the system, the forms and terminology to be applied.
• Increase accuracy and reduce common judgment errors.
• Enhance appraiser’s self confidence about his rating skills and improve the skill level through practice and feedback.

2. Developing a positive culture: Changing culture requires leaders to understand the learning process dynamics and how the learning and unlearning of assumptions and beliefs can be manipulated to modify behavior. Cultural aspects could be one of the areas of training.
An organization’s leadership has the responsibility to develop a positive culture to facilitate the acceptance of performance appraisal among managers and their employees.

3. Providing performance feedback: Employees naturally like to know how they are performing relative to what is expected from them. Performance feedback lets employees know how well they have performed in comparison with the performance standards. Having day-to-day employee-manager interaction, through which the appraise is provided with constructive feedback.

4. Avoiding unequal performance standards: Effective performance appraisal requires equal standards against which employees are assessed. In the absence of equal standards, employees are assessed with subjectivity, which may destroy the process of appraisal and leave it as a body without soul.
Therefore, the problem of unequal standards can be minimized by ensuring that the appraisal criteria are job-oriented, communicating performance expectations to the employees before the appraisal review.

5. Avoiding multi-purpose programme: One performance appraisal programme should not be designed to serve a myriad of purposes, administrative and developmental, as it can be vague and is difficult & results into failure. The solution is to separate assessment from development in appraising employees.
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Re: SUGGESTIONS FOR IMPROVING PERFORMANCE APPRAISAL
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Jagga Jagaaardel
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Re: SUGGESTIONS FOR IMPROVING PERFORMANCE APPRAISAL - August 28th, 2014

Hey cool man! Great stuff.. Really helpful..Thanks..
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Business Education
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Re: SUGGESTIONS FOR IMPROVING PERFORMANCE APPRAISAL - May 25th, 2015

This is an interesting piece of suggestion,definitely an organization will try to enhance the performance in organization.Here there are some more objectives of performance appraisal :

1) Personalization
2) Sense of belonging
3)Effective Communication
4) Better relationship.
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