32 Objective of performance appraisal Performance appraisal apart from the

32 objective of performance appraisal performance

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with the evaluation of the performance of the employees on particular jobs. 3.2 Objective of performance appraisal Performance appraisal apart from the primary objective of appraising the employees’ performance has certain well defined objectives. 1. To serve as a basis for pay adjustments when the job rate is not fixed 2. To serve as a basis for special rewards such as a share in profit and periodic bonus 3. To determine qualifications for the work 4. To determine the promotional qualifications 5. To assist in the development of employees by finding out their talents and weakness With all these objectives the team needs to go through the appraisal system in order to achieve the clearly defined objectives. 3.3 Process of appraisal First the team leader should identify the criteria for the assessment, for example why they need to assess the subordinates first of all. What are the factors should be considered when appraising each and every subordinate in the team such as quality of work, capacity to learn, co-operation and initiative. A committee consisting of experts generally selects the number and types of factors to be considered. The supervisors or the team leader who familiar with the performance of workers usually make the personnel appraisal. Then the team leader will make a report on the appraisal system. The next step would be the appraisal interview where the team leader exchange the views about the results of the assessments, targets for the Page 19
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Working with and Leading People Individual assignment improvement, solutions to the problems that the subordinate have regarding their work, this could be done through a 360* degree appraisal where he collects comments and feedback from all the other subordinates in the team and the supervisors and so on by providing a questionnaire to be filled and adds the individuals own self assessment as well. And invite the employee to give the comments on how he thinks about the assessment made and suggestions on it. Finally based on the results the team leader has to prepare a action plan to improve the performance of the employees, it could be identifying the ways to motivate the employees to improve the output or providing training to improve their knowledge in the particular field. And also a backup plan should be formulated to monitor the progress of action plan, and to make changes according to the development needs of the employees. 3.4 Factors that affect the quality of performance 1. Performance regarding the output , workmanship and consistency 2. Co-operation revealed in attitudes, adaptability to change readiness to follow instructions and helpfulness to associates 3. Stability revealed by attendance, punctuality and length of service 4. Character revealing integrity , dependability , persistence confidence and courage 5. Leadership revealed by the ability to influence others and to direct their work.
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  • Summer '19
  • David Bernhard

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