Consistent copy of journals to ensure that at the time of performance evaluation discussion, both the manager and employee can recall the key accomplishments through the year. Supervisors should give regular feedback to employees when the employee is not able to perform to the expectations. This is a much better way to address low performance as an alternative of waiting for the next evaluation. Sometimes even after the evaluation, some managers give favour to his favourite worker that he can establish his own impact in the organization, that is supported by those. Thus, the managers and employees both work for each rather than working for the organization. Management should be in a situation to recognize such occurrences and bring it up to the attention to the management team.
HUMAN RESOURCE MANAGEMENT (BMHR5103) JANUARY 2018 MASTER OF BUSINESS ADMINISTRATION QUESTION 2 PART 2 Performance appraisal doesn't benefit only workers. Organizations that use the results of performance appraisal to recognize areas of forte and chance can benefit as well. Performance appraisal can offer a suggestion area of training essential as well as way for leadership expansion, performance development and sequence scheduling. Identifying Areas of Strength The outcomes of performance appraisal can be measured to recognize areas of durable performance across all employees, by department or by demographics. Identical performance valuations allow companies to cumulative, estimate and analyse results to show where performance is robust. These areas of forte then can serve as yardsticks and chances for sharing of best practices for other areas of the organization. Identifying Training Needs Assessing the outcomes of performance appraisals can offer managers, human resources departments and organizations with a suggestion of where added training and growth may be necessary. For example, results may show that employees collectively are scoring stumpy on matters linked to use of technology or customer service. These may develop mark areas for the construction and application of exercise plans intended to boost employee capability and performance. Outcomes also may be evaluated at the individual, section and division levels. Performance evaluation doesn't profit only employees. Organizations that use the outcomes of performance assessment to identify areas of forte and chance can benefit as well. Performance assessment can offer a suggestion area of training essential as well as way for management to develop performance upgrading and sequence planning. Leadership Development and Succession Planning Performance evaluation can provide a signal of employees with leadership likely or leadership expansion needs. In both cases, the manager and HR department can progress plans and interventions to either proposal employees a chance to exercise their leadership capabilities or shape skills. Performance evaluation can help as an input to series of planning
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