Create a good work appraisals
Nov 01, 2009
ORGANISATIONS usually assess their workers perfomance periodically. However, this appraisal should be treated as an ongoing developmental process rather than a formal once-a-year review.
HR INSGIHT with Paula Kyabaggu Mukama
ORGANISATIONS usually assess their workers perfomance periodically. However, this appraisal should be treated as an ongoing developmental process rather than a formal once-a-year review.
It should also be closely monitored by both employee and reviewer to ensure that targets are being achieved.
By preparing yourself diligently and demonstrating a willingness to co-operate with your reviewer to develop your role, you will create a positive impression. Most organisations review the performance of their employees on a regular basis, usually annually.
The term appraisal, however, is disliked by many, conjuring up images of a superior passing judgment in a god-like fashion.
The answer must be to establish good relationships between both. Every manager has to appraise subordinates, but the mechanics of it vary. Performance appraisals are an important part of performance management.
In itself, an appraisal is not performance management, but it is one of the range of tools that can be used to manage performance. Performance appraisal contributes greatly to performance management.
The performance review is an opportunity for the individual and those concerned with their performance, especially their line managers, to engage in a dialogue about the individual’s performance, development and the support required from the manager. It should not be a top-down process.
It should be a free-flowing conversation. A performance appraisal should be conducted using key elements like measurement, which is assessing performance against agreed targets and objectives. Feedback, providing information to the individual on their performance and progress. Positive reinforcement, emphasising what has been done well and making constructive criticism.
ORGANISATIONS usually assess their workers perfomance periodically. However, this appraisal should be treated as an ongoing developmental process rather than a formal once-a-year review.
It should also be closely monitored by both employee and reviewer to ensure that targets are being achieved.
By preparing yourself diligently and demonstrating a willingness to co-operate with your reviewer to develop your role, you will create a positive impression. Most organisations review the performance of their employees on a regular basis, usually annually.
The term appraisal, however, is disliked by many, conjuring up images of a superior passing judgment in a god-like fashion.
The answer must be to establish good relationships between both. Every manager has to appraise subordinates, but the mechanics of it vary. Performance appraisals are an important part of performance management.
In itself, an appraisal is not performance management, but it is one of the range of tools that can be used to manage performance. Performance appraisal contributes greatly to performance management.
The performance review is an opportunity for the individual and those concerned with their performance, especially their line managers, to engage in a dialogue about the individual’s performance, development and the support required from the manager. It should not be a top-down process.
It should be a free-flowing conversation. A performance appraisal should be conducted using key elements like measurement, which is assessing performance against agreed targets and objectives. Feedback, providing information to the individual on their performance and progress. Positive reinforcement, emphasising what has been done well and making constructive criticism.