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    17.evaluate Performancef

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    Taran JOt
    Performance appraisal involves systematically evaluating an employee's job performance compared to established standards. It serves to determine effectiveness, identify areas for improvement, and assess potential for promotion. A performance appraisal form typically rates employees on dimensions like use of processes, professionalism, safety, education, and initiative. However, performance appraisals have limitations like unreliable methods, bias, inability to accurately appraise some qualities, and lack of uniform standards. Suggestions for improvement include modifying headings, correcting errors, and allowing more space for remarks.

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    17.evaluate Performancef

    Uploaded by

    Taran JOt
    66 views4 pages
    Performance appraisal involves systematically evaluating an employee's job performance compared to established standards. It serves to determine effectiveness, identify areas for improvement, and assess potential for promotion. A performance appraisal form typically rates employees on dimensions like use of processes, professionalism, safety, education, and initiative. However, performance appraisals have limitations like unreliable methods, bias, inability to accurately appraise some qualities, and lack of uniform standards. Suggestions for improvement include modifying headings, correcting errors, and allowing more space for remarks.

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    Performance appraisal involves systematically evaluating an employee's job performance compared to established standards. It serves to determine effectiveness, identify areas for improvement, and assess potential for promotion. A performance appraisal form typically rates employees on dimensions like use of processes, professionalism, safety, education, and initiative. However, performance appraisals have limitations like unreliable methods, bias, inability to accurately appraise some qualities, and lack of uniform standards. Suggestions for improvement include modifying headings, correcting errors, and allowing more space for remarks.

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    66 views4 pages

    17.evaluate Performancef

    Uploaded by

    Taran JOt
    Performance appraisal involves systematically evaluating an employee's job performance compared to established standards. It serves to determine effectiveness, identify areas for improvement, and assess potential for promotion. A performance appraisal form typically rates employees on dimensions like use of processes, professionalism, safety, education, and initiative. However, performance appraisals have limitations like unreliable methods, bias, inability to accurately appraise some qualities, and lack of uniform standards. Suggestions for improvement include modifying headings, correcting errors, and allowing more space for remarks.

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    PERFORMANCE APPRAISAL MEANING Performance appraisal means the systematic evaluation of the performance of an expert or his immediate superior.

    Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance.

    DEFINITION Edwin B Flippo, Performance appraisal is a systematic, periodic and so far as humanly possible, an impartial rating of an employees excellence in matters excellence in matters pertaining to his present job and to his potentialities for a better job. The performance of an employee is compared with the job standards. The job standards are already fixed by the management for an effective appraisal.

    OBJECTIVES OF APPRAISAL.

    1. To determine the effectiveness of employees on their present jobs so as to decide their benefits. 2. To identify the shortcomings of employees so as to overcome them through systematic guidance and training. 3. To find out their potential for promotion and advancement.

    PURPOSES AND BENIFITS Performance appraisal can serve many purposes and has several benefits. Among them are:

    1. To provide backup data for management decisions concerning salary standards, merit increases, selection of qualified individuals for hiring, promotion or transfer, and demotion or termination of unsatisfactory employees. 2. To serve as a check on hiring and recruiting practices and as validation of employment tests. 3. To motivate employees by providing feedback about their work. 4. To discover the aspirations of employees and to reconcile them with the goals of the organisation, 5. To provide employees with recognition for accomplishments, 6. To improve communication between supervisor and employee, and to reach an understanding on the objectives of the job, 7. To help supervisors observe their subordinates more closely, to so a better coaching job, and to give supervisors a stronger part to play in personnel management and employee development, 8. To establish standards of job performance. 9. To improve organisational development by identifying training and development needs to employees and designing objectives for training programmes based on those needs, 10. To earmark candidates for supervisory and management developments 11. To help the organisation determine if it is meeting its goals.

    COMPONENTS TO BE EVALUATED Nurse engages in a variety of job related activities to reflect the multi dimensional nature of the job. The performance appraisal form usually acquires a nurse manager to rate several different performance dimension. The components are a. Use of nursing process 2

    b. Professionalism c. Maintaining safety d. Continuing education e. Initiative character

    LIMITATIONS OF PERFORMANCE APPRAISAL The following are the limitations of performance appraisal: 1. The performance appraisal methods are unreliable. 2. If an employee is well known to an employer, the performance appraisal may not be correct. 3. The inability of supervision to appraise an employee does not bring out the accurate performance appraisal. 4. Some qualities of an employee cannot be easily appraised through any performance appraisal method. 5. A supervisor may appraise an employee to be good to avoid incurring his displeasure. 6. Uniform standards are not followed by the supervisors in the performance appraisal.

    EVALUATE PERFORMANCE APPRAISAL IMPROVEMENT, ERRORS AND SUGGESTIONS

    IDENTIFY

    POINTS

    FOR

    The following points for improvement points are identified and are as follow: 1. Heading: Attitude and Behaviour Relationship with seniors Relationship with juniors 2. Heading: Communication Has ability to carry out different communication skill according to the disease condition of the patient. Communicates effectively verbally or in writing. 3. Heading: Conduct 3

    Accountability towards patient care 4. Interpersonal relationships: Uses appropriate interpersonal techniques in establishing a therapeutic relationship with patients. 5. Ability to explain relationship between specific pathophysiology and clinical findings to patients diagnosis and treatment. 6. Awareness of professional dignity and setting up of a nurse image points could be merged. 7. Criterion measure should be mentioned for different categories. 8. Space is not sufficient to write remarks. 9. Comments or remarks column should be merged. 10. Hostel Life point could be deleted. 11. Evaluation of her own work could be deleted. 12. Point 5 of cleanliness of patients unit and ward should be modified as cleanliness of patients unit. Error: Heading of point A is missing. Error in placement of rating score. Spelling mistake in point 7. REFERENCES: 1. Basvanthappa BT. Nursing Administration. 1st edition. New Delhi: Jaypee publishers; 2003. 2. Basavanthappa B.T., Text Book of Nursing Education, Jaypee Brothers Medical Publishers (Pvt.)
    Ltd., New Delhi: 2003.

    3. 4.

    SL Goel, R Kumar. Hospital administration and management. New Delhi; Deep and Deep publishers : 2000. http://currentnursing.com/nursing_management.html

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