Basic Components of an Effective Performance Appraisal An effective performance evaluation is defined as “the process through which employee performance is assessed, feedback is provided to the employee, and corrective action plans are
APPRAISAL 3 designed” (Youseff, 2015). The foundation of an effective performance appraisal is based from four separate components, employee productivity, employee attitudes (both positive and negative), work behaviors, and team performance. Because the performance appraisal is used to determine employee performance and team performance, it is no surprise that employee productivity is important to the review process. Productivity is often the easiest to evaluate due to being able to accurately measure the productivity as it relates to specific predetermined goals and objectives with reporting. Determining team performance for employees is a it more difficult because reporting will reflect the overall achievements of the team yet there may be one or more individuals who are not meeting goals but receive the benefits of the remainder of the team bring on task. Attitudes can be evaluated and should be included in the appraisal due to the fact that both negative and positive attitudes have a profound effect on the employee’s performance. The one issue with this component is the fact that the attitude is open to interpretation. What one manager sees as a positive attitude could be interpreted differently by a different manager. Reviewing work behaviors is also open to interpretation and therefore difficult to evaluate. According to Youseff (2015, Section 6.1) questions to ask when evaluating elements of work behavior would be:
You've reached the end of your free preview.
Want to read all 6 pages?