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    Performance Appraisal and Outcomes

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    Mwangi Mwangi
    This document discusses performance appraisals, including their purpose and processes. Performance appraisals evaluate employee performance and provide feedback to improve productivity. The appraisal process involves self-appraisal, manager appraisal, setting goals, providing feedback, and developing learning plans. Appraisals are conducted quarterly to assess performance and establish better workplace practices. Activities in completing appraisals include reflection, goal-setting, reviews, feedback, and rewarding outcomes.

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    Performance Appraisal and Outcomes

    Uploaded by

    Mwangi Mwangi
    22 views13 pages
    This document discusses performance appraisals, including their purpose and processes. Performance appraisals evaluate employee performance and provide feedback to improve productivity. The appraisal process involves self-appraisal, manager appraisal, setting goals, providing feedback, and developing learning plans. Appraisals are conducted quarterly to assess performance and establish better workplace practices. Activities in completing appraisals include reflection, goal-setting, reviews, feedback, and rewarding outcomes.

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    This document discusses performance appraisals, including their purpose and processes. Performance appraisals evaluate employee performance and provide feedback to improve productivity. The appraisal process involves self-appraisal, manager appraisal, setting goals, providing feedback, and developing learning plans. Appraisals are conducted quarterly to assess performance and establish better workplace practices. Activities in completing appraisals include reflection, goal-setting, reviews, feedback, and rewarding outcomes.

    Copyright:

    © All Rights Reserved
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    Download as pptx, pdf, or txt
    22 views13 pages

    Performance Appraisal and Outcomes

    Uploaded by

    Mwangi Mwangi
    This document discusses performance appraisals, including their purpose and processes. Performance appraisals evaluate employee performance and provide feedback to improve productivity. The appraisal process involves self-appraisal, manager appraisal, setting goals, providing feedback, and developing learning plans. Appraisals are conducted quarterly to assess performance and establish better workplace practices. Activities in completing appraisals include reflection, goal-setting, reviews, feedback, and rewarding outcomes.

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    © All Rights Reserved
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    Download as pptx, pdf, or txt
    of 13

    Performance Appraisal

    and Outcomes

    Student’s Name
    Institutional Affiliation
    Introduction

     Performance appraisals are critical to the lifeblood of a
    company.
     The appraisals can be carried out by superiors, peers,
    customers, or subordinates.
     Importantly, appraisals give an organization a valuable
    channel for evaluating the workforce, feedback, and
    evaluating developing a reward system.
     Some of the interrelated aspects of performance appraisal
    addressed here include elements and processes of
    assessment, evaluation, development, and best practices.
    Appraisal Process

    Reflect

    Set
    Reward
    Goals

    Feedback

    Develop
    Review learning
    plan
    Performance Evaluation

     Conducting the
    performance appraisal
    is part of the
    organization’s core
    competencies.
     Conducting the
    evaluation is to
    facilitate information on
    the employees’ value
    and productivity.
    Self Appraisal

     Self appraisal may be difficult
    to conduct as it involves a
    personal reflection of one’s
    work.
     However, it is necessary for the
    employees to give clear
    perspectives of their thoughts
    about their roles.
     Employees are in a better
    position to engage on what
    works best for their
    productivity and their
    limitations.
    Manager Appraisal

     Manager appraisals
    essentially involves
    employees giving their
    stance on the performance of
    their managers.
     The evaluation may also
    involve the managers giving
    their views on the
    performance of the
    employees.
     In this capacity, both types of
    appraisals will be put to use.
    Learning and Development Plans


     It is important that through the appraisal process that the
    management puts in place measures that are bound to improve and
    develop the performance of the employees.

     The development plans in this regard may include more


    training sessions and even face to face learning courses
    where the employees gain certification.
    Frequency and Purpose of Appraisal

     Performance evaluations are
    to be conducted every
    quarter of the year to assess
    how performance is
    impacting on the overall
    organization.
     The organization intends to
    use the appraisals as ground
    for improving the
    performance of the
    organization by establishing
    better internal practices.
    Activities in Completing the Appraisals


     Reflect
     Examining why the job exists
     What results have been produced
     What were the challenges
     How to adapt to the changes
     Set Goals
     Employees will set goals for their performance.
     Managers to evaluate the consistency of the goals set with the
    employees’ roles.
     Learning and Development Plans
     The management establishes training and education plans for the
    development of the employees’ skills and expertise.
    Cont’d

     Review
     A proper analysis of the appraisals given are
    conducted
     Feedback
     Constant feedback is provided at all levels of the
    evaluation process
     Reward
     The outcomes of the review process may result in
    bonuses, salary increases and other non-financial
    rewards.
    References

     Bicudo de Castro, V. (2017). Unpacking the notion of subjectivity:

    Performance evaluation and supervisor discretion. The British

    Accounting Review, 49 (6): 532–544.

    https://doi.org/10.1016/j.bar.2017.08.003

     D'Souza, J. & Gurin, M. (2016). The universal significance of Maslow's

    concept of self-actualization. The Humanistic Psychologist. 44 (2)


    References

     Eva, N., Meacham, H., & Schwarz, G. (2018). Is Co-Worker Feedback

    More Important than Supervisor Feedback for Increasing Extra-

    Role Behaviors?. Academy of Management Proceedings, 2018 (1):

    11942). https://doi.org/10.5465/AMBPP.2018.11942

     Schultz & Schultz, D. (2010). Psychology and work today. Prentice

    Hall. ISBN 0-205-68358-4


    References

     Selden, S. & Sowa, J. (2011). Performance management and

    appraisal in human service organizations: Management and

    staff perspectives. Public Personnel Management, 40(3), 251-

    264.

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