WORKSHOP 2.42Strategy 1: Improve Appraisals Format-Performance appraisalis usually considered to be the process and time when manager and employee sit down to review the employee's performance over the last year, or month, or even shorter time spans. Most of the time people think of it as a once a year event, which is a recipe for disaster. During performance appraisal meetings, some methods can be used to document, or record, or summarize performance discussions, ranging from narratives, rating scales, critical incident summaries. There is an expectation that some paperwork will result. ("Performance Appraisal - Meaning, Objectives, and Advantages," n.d.) Improve Appraisal FormatsThe first step in performance management is setting the stage correctly. One must do so by defining individual goals and aligning them with the corporate strategy. This process of setting goals should be a collaborative process between a manager and his or her employees. Once the company-wide policy to be established, to have individual goals that should get created and support the outcome. Everything for my company is based off a sheet from HR with question. We must answer the question in complete sentences. Once we're done the manager inputs the items in the system and email them over to Human Resources. The straight ranking-The manager on duty decides in regards to the time to ask each. She usually has a deadline, so she makes sure the evaluation approach is completed. The performanceis a trickle-down effect to the employees from the CEO. In this business, the ranking-based procedure such as a straight ranking forced distribution or paired comparison. These steps come from the Operational manager. Second, the attribute-based approach that
WORKSHOP 2.43focuses on evaluating the employees' traits via a graphic rating scale or your employees' behaviors via behaviorally anchored rating scales and behavioral observation scales. Finally, you can use a results-based approach that measures direct employee outcomes or uses management by objectives approach. Paired Comparison Ranking- ITR Concessionscreates loyalty and increasing overall productivity for myself and the other employees through performance management. We have a self-portal to where information is sent via email and updated. We have an effective performancemanagement system that is best when it establishes a real pay-for-performance culture which, in turn, develops employee engagement. It allows us to see our progress.