|
Critical Aspects of a Performance Management System:
2
>
3 >
4
> 5 >
6 >
7
>
8 >
9
>
10 > 11
> 12
> Performance Appraisal >
14 >
15
Performance Appraisal System
Recognition for a person’s performance and contribution to the
organization is consistently ranked among the top three most
valuable things an employee is looking for from an
organization. It historically has come before salary and
security and therefore is a critical component in the
attraction and retention of employees. A highly accepted
performance appraisal system includes the following process:
- Establishment of challenging yet achievable objectives
both job and career related
- Both self assessment as well as pre-meeting assessment
by manager
- Review by manager of both assessments prior to the
actual appraisal meeting
- Discussion of differences on the pre-assessments during
appraisal meeting
- Discussion as to why objectives were not met, if
necessary
- Achieving consensus as to behavioral or productivity
changes if required
- Agreement to the new job and career objectives
Currently appraisal systems include most of the steps in
the above process, and with the job profiles, job specific
competencies can be added to the current system.
Hiring Employee |
