Prepared For Performance Appraisal

Recently I am quite busy having
performance review with my team
members and subordinates. Thus
having less time for blogging.
Performance review is important
for both the superior and
subordinate, I realized some of
them don't have much idea about
performance appraisal.


What is performance appraisal?

According to Wikipedia,
performance appraisal is a
regular review of employee
performance within
organizations. Click here for
more information.

Why performance appraisal?

A successful performance review
will remove success barrier and
improve performance radically.

The main objectives are
1. Give feedback to employees
to improve subsequent
performance. Identify employee training
needs.
2. Document criteria used to
allocate organizational
rewards.
3. Form a basis for personnel
decisions-salary (merit)
increases, disciplinary
actions, etc.
4. Provide the opportunity for
organizational diagnosis and
development.
5. Facilitate communication
between employee and
administrator.
6. Validate selection
techniques and human resource
policies to meet federal Equal
Employment Opportunity
requirements.


How to conduct performance
appraisal?

A common approach to assessing
performance is to use a
numerical or scalar rating
system whereby managers are
asked to score an individual
against a number of
objectives/attributes

What to expect during the
performance appraisal?

In general, the discussion
topic will starts with the
current progress, the
achievement review specifically
on the task and assignment
given. Benchmark the current
results or progress with the
target or goal set. The results
will be either delay, in time
or ahead of schedule. It
depends on the situation,
justification might be needed
if the task is delayed. What to
request during the performance
appraisal?

To know whether you are on
track, request the superior to
give some comments based on the
observation and specific
examples. Listen carefully even
the comment might not be what
you like to hear. Try to focus
on the individual strength and
development areas in the coming
months.

Identify the next target and
the date for next review if
possible. Make sure the Superior's
expectation and your understanding
is in line. Do get more information on the
resources and support available.

Be well prepare for your next
performance appraisal!