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Written by Angela Tan, Taiwan   
Friday, 30 September 2011 19:16

 

 

Very Important Points on PERFORMANCE APPRAISAL SYSTEM

 

WHAT SHOULD A PERFORMANCE SYSTEM BE?

· Correlated with the organization's philosophies and mission

· Cover assessment of performance as well as potential for development

· Look after the needs of both the individual and the organization

· Help create a clean environment

· Rewards linked to achievements

· Generate information for personnel development and career planning

· Suggesting appropriate person-task matching

 

 

HOW CAN THE PERFORMANCE APPRAISAL SYSTEM HELP?

· Promote better understanding of an employee's role and clarity about his or her functions

· give a better understanding of personal strengths and weaknesses in relation to expected roles and functions

· Identify development needs of an employee

· Establish common ground between the employee and the supervisor

· Increase communication

· Provide an employee with the opportunity for self-reflection and individual goal setting

· Help an employee internalize the culture, norms and values of the organization. This helps develop an identity with and commitment to the organization and prepares an employee for higher-level positions in the hierarchy

· Assist in a variety of personnel decisions

 

 

 

APPROACHES IN PERFORMANCE APPRAISAL

 

 

 

 

· Intuitive

 

 

 

· Self-appraisal

 

 

 

· Group

 

· Trait

· Achievement of results

 

COMPONENTS OF THE APPRAISAL FORMAT

· Identification of key performance areas

· Identification of qualities for job performance

· Self-appraisal

· Analysis

· Discussion

· Identification of training needs

· Action plan and goal settings for the future

· Final assessment

 

 

 

Last Updated on Thursday, 03 November 2011 17:50
 
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