100%(3)3 out of 3 people found this document helpful
This preview shows page 4 - 5 out of 5 pages.
organizations undertake many interventions and have many programs and initiatives in the hope of increasing job satisfaction and job performance, yet it appears that the best way to increase satisfaction is to help employees perform better” (section 6.5). For example, during an evaluation a supervisor tells that you demonstrate the characteristics of a leader. That he or she believes you can become a manager, but you need to work on certain aspects. Together, the two of you come up with a strategy to become more proficient in those aspects. This short interaction between a supervisor and subordinate empowers the employee to become more responsible and efficient within the organization. This leads to the completion of organizational strategies. After discussing the several characteristics of the performance appraisal system we have learned that it is used to achieve multiple organizational goals. It can increase employee performance by tracking performance, behavior, and potential for growth. It allows the Human Resource department to contribute to the success of strategic objectives by identifying an employee’s knowledge and performance gaps. The appraisal system can also eradicate bias opinions if it is used in an objective manner.
PERFORMANCE5ReferencesU.S. Office of Personnel Management, Performance Management. (n.d.). Using a Balanced Measures Approach Affects Employee Performance Management. Retrieved from -measuresYoussef, C. (2012). Human resource management. San Diego, CA: Bridgepoint Education, Inc.