MANAGING EMPLOYEE PERFORMANCE & DEVELOPMENT (HRM MINIMUM OF 2 PAGES/QUESTION)

Managing Employee Performance Development

1 ) What are the differences of interest between appraisers and appraisee

The performance appraisal system forms an integral part of the employee development process in any organization . It reflects the ability of an organization to define goals and expectations from employees . A fair and just appraisal process is essential for the company 's well-being and it plays a significant role in bringing out the best in workers . Salary revision following a performance appraisal is a great motivating factor and a fair performance appraisal process goes a long

way toward reducing attrition rates . The core of the appraisal system is an interview between the appraiser and the appraisee and covers the individual 's teaching , research and administrative /collegiate duties . The interview should be seen as a two way process and is intended to provide an opportunity for individuals to put forward their future plans and aspirations as well as to raise any problems they may have with particular areas of work . The appraisal , where possible , should reinforce the satisfactory aspects of a member of staff 's performance It should seek the improvement of less satisfactory activities by identifying steps which can be undertaken before the next appraisal and which can then be listed on the appraisal form and reviewed when the next appraisal takes place . If there are criticisms to be made , the appraiser should show that they have a basis in fact and are not the product of vague rumor or personal feeling

In a sense , it is a challenging exercise as there is a difference between the appraiser and the appraisee 's perceptions . The fact that these ratings have a direct implication on bonuses and salary adjustments , it further aggravates the situation

A well-managed appraisal scheme represents an opportunity to reflect on how the abilities and interests of staff are being employed , and to identify areas for development , which will enable all staff to enhance their contribution . The primary outcome from appraisal should be a clear understanding of the strengths and weaknesses of the appraisee 's performance in relation to current and expected needs . There will also be a clear action plan , which sets out the specific objectives and training and development opportunities , which need to be pursued by the appraisee , and the role of the appraiser in helping to ensure that they are actually undertaken . Open communication channels between an appraiser and an appraisee are the backbone of any successful appraisal system . Regular discussion between the two is necessary as it helps develop a positive relationship . Positive achievements of the appraisee should be highlighted and problem areas dealt with before they spin out of control . Addressing problems instantaneously ensures the reinforcement of good performance as it motivates employees to excel in their work . Regular discussions with employees help raise motivation levels and reinforce their belief in the organization . It eventually leads to higher productivity , quality work and effectiveness of employees as a group . It is the responsibility of the appraiser to evaluate the performance...