Performance – Employees are performing well when they are productive, achieving the preferred results in a manner that is effective and efficient as possible. Employee Performance is the key to organizational growth. However, it does not speak of the costs incurred in reaching the goal. That is where efficiency comes in.
Appraisal - Appraisals are judgments of the characteristics, traits and performance of others. Based on these judgments, we assess the worth or value of others and identify what is good or bad. Performance Appraisals are essential for making many administrative decisions – selection, promotion, transfer, salary increment etc. Beside all personal growth.
Performance appraisal is a systematic process to evaluate the performance of employees and to understand the abilities of a person for further growth and development. Performance of an employee assessed by the supervisor or manager on predefined standards, such as knowledge of work process, performance achievements, attitude towards work, creativeness & initiatives and so forth.
Different scholars have defined performance appraisal in various ways; some of the important definitions are as follows:
Gomej-Mejia - Performance Appraisal involves the identification, measurement and management of employee performance in the organization.
Dale Yoder - Performance appraisal includes all formal procedures used to evaluated personalities and contributions and potentials of group members in a working organization. It is a continuous process to secure information necessary for making correct and objective decisions on employees.
Randall S. Schuler - Performance appraisal is a formal, structured system of measuring and evaluating an employee’s job, related behavior and outcomes to discover how employee is presently performing on the job and how the employee can be more efficient at work in the future so that the employee, organization, and society all benefit.
Dale S. Beach- Performance appraisal is systematic evaluation of the individual with respect to employee performance on the job and his or her potential for development.
The major purpose of performance appraisal is to evaluate how well employees have conducted their duty. Performance appraisal helps to identify those who are performing their assigned tasks and those who are not for such reasons and need guidance to develop. It also helps to keep a record of each employee’s performance, including what efforts they have made and what have they achieved. Evaluation differentiates employees based on their job performance, along with other factors like personality, behavior, etc.
Employee assessments can make a difference in the performance of the organization. They provide insight into how an employee is contributing and enable the organization to:
Identify the gap where management can work to improve employee productivity and increase quality.
Encourage employees to contribute more to their talent & skills.
Address behavioural issues before they impact productivity.
Support employees in career development.
Performance appraisal are meant to provide a positive outcome for employee.
Recognize the extra ordinary employees and opportunity for promotion.
Recognize and acknowledge the achievements and contribution of every individual employees.
Identify & support the requirement of extra training or education for career development.
Open discussion to an employee’s long term goals.
Companies have a limited pool of funds from which to award raise and bonuses. Performance appraisal helps determines how to allocate fund, and an organization sets the parameters to allocate the fund according to employee performance evaluation.
Performance appraisal provides a way for companies to determine which employee have contributed the most to the company’s growth so they can be rewarded their most performing employees accordingly.
Ideally, performance appraisal is not only one-time activity during the year that manager & employee communicate about the contribution it should be done more frequently which helps an employee to be on the same page of manager’s expectation and develop a stronger relationship between them and make annual appraisal less stressful.
To promote based on employee performance and competence.
To identify the strength and weakness of employees to place the right skills & talent in the right place.
To encourage performance improvement.
To maintain and assess the potential present in an employee for further growth & development.
To maintain communication gap between employee and manager.
To provide feedback for better job performance.
Provide information to assist in the other personal decision in the organization.
Provide clarity of the expectations and responsibilities of the functions to be performed by the employees.
Performance appraisal is a method of evaluating employee performance at the job. It is an ongoing process of obtaining, researching, analyzing and recording information about the worth of an employee.
Talentiro, emerging traditional practices with modern technology and theories, Talentiro provides complete management software ensuring the organization and employee growth. Talentiro’s deep analytics & reporting tools help Leaders, Managers& Employees get in-depth data of one's complete performance aspects.
Performance appraisal in any organization will be done on a specific period, like annually, half-yearly, quarterly and maybe regularly. It quiet depends on the nature of the organization and the objective of the system. Most organization are still rigid on annual appraisal system, and some are insisting employee appraisal should be a continuous process to and not to be limited to a formal annual review.
According to the study “19% of employees receive feedback once in a year or less” & these happened yearly, which is consistently effect on the performance of the employees. So, weekly feedback meetings are a good baseline for the manager. These don’t need to structured and formal as traditional annual reviews. A simple ten-minute conversation opens the doors for employees to ask question & managers to provide genuine feedback and both to collaborate on problem-solving.
360 Degree Feedback is a systematic way of getting feedback on performance data for employees collected for his/her peers, supervisors, manager & clients. This is one of the most widely used appraisal methods. It gives an overview of the performance reviews collectively.
The term Management by objective was first termed by management guru Peter Drucker in 1954 book. This method was focusing on improving the performances of the organization by defining clear objectives that are both agreed by the manager & employee. MBO approach is the monitoring and evaluation of the performance and progress of each employee against the established objectives. Ideally, if the employees themselves are involved in setting goals and deciding their course of action, they are more likely to fulfill their obligations.
Pre-defined parameters focus on Internal employee survey and external client review on pre-defined parameters with smart performance reports helps an organization to measure the competencies and capabilities to visualize the opportunities and improvement required.
1-on-1s performance analysis space between the manager and employee is a key activity for the manager to directly impact the team’s spirit, productivity, morale, and employee engagement. The Performance review is no more a time-taking descriptive form that may lead to the biased review.
Getting review on every functional aspect or process of an organization is the basic purpose of Talentiro to get to you the real and continuous monitoring of employee performance. Employees need guidance and support in small areas, which are often taken casually or missed by management.
These reports help employee & manager to give an insight into real performance & skills of their work from a team perspective, and Real-time feedback helps to be employee & manager both to improve the productivity.