| Appraisal & Developmental Skills |
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Appraisal & Developmental Skills
Your managers will have a good understanding of what a performance appraisal is
and how it can be used. They will be clear on your goals and have some idea of
what approaches might work best in your company. They will also know what can
reasonably be measured and how.
The human touch is the performance appraisal process that puts people and their dreams, visions and goals first. This course sets the foundation for managers to
evaluate beyond "the form" and focus on the needs and expectations of their employees. With step by step instructions on how to prepare, meet, document and follow up
after the appraisal, you'll learn how to build on each employee's strengths, improve weaknesses and help them reach their true potential. Managers can even assess their own
performance based on this positive system of evaluating performance.
Through the role plays and intense training mangers and supervisors will gain confident
insight into this complex world of employee appraisals.
The purposes for which performance appraisals are conducted are almost as varied
as the techniques that have been developed to gather the necessary data. But
underlying these myriad uses are two primary objectives that all evaluation
systems share:
1. They serve as an inventory of the firm's human resources.
Few managers would dispute that employees are the company's most valuable asset.
Performance appraisal is an orderly effort designed to improve
superior-subordinate relations and to help employees deal with performance
problems. The aim is to achieve a mutual understanding and appreciation of both
corporate and individual objectives and to develop action plans for
self-improvement. By evaluating employees' performance on a regular annual or
semi-annual basis, managers have a good idea of where their employees stand in
terms of job satisfaction, career goals, training needs, and other vital
personnel issues at all times.
2. They motivate employees to improve their performance.
Employees want to know what is expected of them and how well they are performing
their work. Performance appraisal clearly serves this purpose, as well as
demonstrating that the employer is interested in their accomplishments, is
willing to give praise when it is deserved, and cares enough about their
survival in the organization to point out shortcomings and help them overcome
obstacles to improving their performance. In companies where the performance
appraisal is linked to the salary administration program, there is the obvious
motivational value of merit pay. These objectives are so basic that most
companies take them for granted. But this doesn't make them any less important.
If a performance evaluation program fails to meet either one of these goals, it
is because management is not utilizing it properly or because it has serious
defects in design.
