performance and give feedback as to what areas I feel I need to improve upon and what I can do to make those improvements. I will also have the opportunity to express and concerns I have with position and my desire to branch out or expand my position. After I have rated my performance, the evaluation will go to my supervisor for his evaluation and review. Once he has completed his evaluation, we will meet and discuss what we have learned and what my supervisor has rated my performance. Once that is done we can discuss pay raises and bonuses. Rationalize your performance appraisal program. Be sure to indicate research and considerations that went into the design of the performance appraisal. I based my performance appraisal on the one that is currently being used at my job. It seems like a sound appraisal process. At first I did not like that I had to evaluate my own performance because I wasn’t sure what I should be evaluating. To me it seemed easier for the supervisor to tell me what job functions they thought were vital and needed evaluated. It would have been much easier for me. However, it wouldn’t have made me really think about my job and what it is that I do for the company. It’s quite an eye opening experience to give yourself an evaluation and then have your supervisor give theirs. References
5 CREATING YOUR DREAM JOB Robbins, S.P., Judge, T. A. (2007). Organizational behavior (12th ed.). Upper Saddle River Stewart, G., Brown, K. (2012) Human Resource Management (2nd ed). Hoboken, NJ: John Wiley & Sons
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- Fall '17
- Human Resource Management, supervisor, Benefits package, entry level position, performance appraisal program