Performance appraisal Team A3 Tega Faizan Mine Nick Henry

content Definition of performance appraisal Elements of Performance appraisal Objectives of PA Positive and negative aspects of PA How Performance appraisal might be modified and conclusion.

Definition Performance appraisal is essentially an opportunity for individual employees and those concern with their performance, typically line managers, to engage in a dialogue about each individual’s performance and development, as well as the support required from the manager (cipd,2011) Performance appraisal is the process of obtaining, analyzing and recording information about the relative work of an employee. The focus of the PA is measuring and improving the actual performance of the employee and also the future potential of the employee.

Elements of performance appraisal Measurement Feedback Exchange of view Positive reinforcement Agreement

Objectives of PA Give employee feedback on performance. Identifying employee needs. Promotions and disciplinary actions. Communication between employer and employee. Improve performance through motivation. As a basis for making development and improvement plan.

Effects of PA on Behaviors Positive Reduces turnover (employees) rate Reduces absenteeism Attitude . Negative Creates competition among employees. Subordinate defensiveness. Reduces self esteem

Effects of PA on Motivation Positive Provides recognition for their work and influences them to work harder Gives a sense of “well being” within the organization Negative If the feedback is taken negatively, it would demotivate the people. Bias performance evaluation. Well being: gives a sense of well being because employees feel that they are important within the company

Effects of PA on team work Positive Recognizes the areas of improvement within the team encourages the need for training and development. Negative Creates individual goals Creates competition among the employees

Modification and conclusion. 360º feedback Team performance appraisal rather than individual performance appraisal. Verification by a third party Nevertheless, the addition of a second or third assessor is to be recommended as a means of reducing rater bias

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References Deirdre Rockingham Gill, 1977. Appraising performance: Present trends and the next decade (Information report - Institute of Personnel Management ; new ser., 25). Edition. Institute of Personnel Management. Performance appraisal - Factsheets - CIPD . 2012. Performance appraisal - Factsheets - CIPD . [ONLINE] Available at: http://www.cipd.co.uk/hr-resources/factsheets/performance-appraisal.aspx. 1997. Performance Appraisal - A Negotiator's Guide (LRD Booklets). Edition. LRD Publications Ltd. Stathakopoulous, V. (1997). Effects of performance appraisal system on marketign managers. Journal of marketing management , 13 , 837-852.