Professional Evaluation of Performance Appraisal. The same evaluation basis, such as the result generated by the different employees, is evaluated.
Their characteristics and attributes, such as devotion, commitment, capacity, intellectual ability, are evaluated. Professional Evaluation of Performance Appraisal.
The behavior, approach, and interest of employees shall be assessed. Besides, their functional capacity, such as planning, organizing, and leadership, is also assessed. Professional Evaluation of Performance Appraisal.
Professional Evaluation of Performance Appraisal
The superior evaluates the performance of his team and aims to improve their performance. Appraisal of employee performance helps to determine the strength and weaknesses of the employees.
Performance appraisal helps to take decisions regarding training and development, promotion, and pay hike. Performance appraisal works positively in motivating workers to perform better than before.
However, this sometimes creates psychological pressure on the employees to outperform the standard. Performance appraisal involves continuous monitoring of employees’ performance.
Evaluation of performance appraisal helps to assess the strengths and weaknesses of employees. It also helps the organization in planning/ designing training and development programs.
How Performance Appraisal Differs from Counselling?
Counseling follows performance appraisal. It covers two aspects, i.e., ‘tell and sell’ where the boss tells their subordinates where they stand. He adopts the method of criticism and persuasion.
These two are the fundamental tools for counseling. In counseling, the boss discusses future development by encouraging his subordinates to appraise themselves.
Aim of Counselling
The aim of counseling is not just to tell the subordinates what they have done wrong. Instead, the boss reveals the root cause of the problem and secures a constructive solution.
The boss generally avoids criticizing his subordinates and he tries to emphasize the organizational development. The performance appraisal process is counseling and coaching.
Counseling and appraisal differ slightly because the counseling is done on a day-to-day basis whereas the appraisal is done after a regular interval.
Therefore, it can be said that the performance appraisal would yield dividends only when the proper counseling takes place in an organization.
Main advantages of Performance Appraisal:
1.Development of personnel
Based on performance evaluation, the employer or the organization or the two together can plan for the career development or development programme for the individual concerned.
2. Mutual comparison
Performance appraisal provides a scientific basis for the evaluation of all people. Based on this information, their relative abilities can be compared.
3. High morale
Generally, every worker is eager to know the management’s opinion about their work and ability. A properly planned appraisal program allows for knowing about themselves.
Knowing about their performance definitely, it allows motivates them to develop. This increases their mental strength and provides self-satisfaction.
4. Advantage to supervisors
By appropriate appraisal, the supervisor comes to know the efficiency of the personnel working under them, and they also come to know their strengths and weaknesses.
They can even suggest remedies to the management, on the one hand, and tries to overcome the weaknesses of the workers, on the other hand.
5. Helpful in proper placement
The appraisal is helpful in the placement of the personnel. This means that the personnel should be placed on the right jobs. Besides, the abilities of the workers kept on probation can be found out, and they may be placed in proper positions after probation or discharge.
6. Utility for management
The main advantage of performance management goes to management. They know the abilities of the people and on that basis, the management sets right the program for their promotion, transfer, forced leave, or discharge.
It serves to determining a sound and suitable wage structure.
7. Other advantages
Appraisals prevent grievances and develop a sense of confidence among employees. If an employee convinces of impartial evaluation hence, it improves labor management relations.
For you
Performance appraisal is a method of evaluating the job performance of an employee. It is an ongoing process of obtaining, researching, analyzing, and recording information about the worth of an employee.
It is an annual review, that evaluates quarterly or six-monthly an employee’s skills. Companies use performance appraisals to give employees big-picture feedback on their work.
This process helps to justify pay increases and bonuses, as well as termination decisions.
Further, this is for your information that before conducting any performance appraisal in your organization. Start studying your level-wise employees i.e. management and non-management teammates.
Study the system of performance appraisal which you want to execute in your organization. Fundamentally you should be clear about what exactly management is expecting out of the entire exercise.
