Performance Appraisal System
Performance Appraisal system Presented
By
Vivienne Ike
A1- Benefits.
1.Accountability
2.Alignment
3.Improved communication 4.Training and
A2- Preappraisal Activities
1. Encouragement and
Recognition
2. Coaching and Mentoring
3. Discipline and Counseling
4. Documentation
A3- Feedback
A4- Managerial Steps
1. Preparation
2. Assessment
3. Documentation Review
4. Proper and suitable environment A5- Postappraisal Activities
goal
1. Progress Monitoring
2. Mentoring and coaching
3. Setting a goal/resetting a
A6- Company Benefits
1. Growth
2. Stability
3. Motivate Employee
4. Assessment opportunity
5. Improve areas of weakness 6. Opportunity for dialogue
B2- Strategy
I Recommend Zigon Model
- Focuses on Result
- Show more specific actions and measurement - Addresses fact
- Creates a feedback loop
B3- Performance Differences
- Team performance appraisal assesses the contribution of individual member to their team. - Individual performance appraisal measures the work of employee against the guidelines of -Pipeline of Talent
-Viable alternative in a labor shortage
-Accurate Prediction
C2- Organization Use
-Identifying interested
-Communicate possible opportunities candidate -Assessing Competence Readiness
-Creating a developed plans
-Provide Development opportunity
-Formalizing Eligibility
C3- Company Use
1. Leadership Continuity
2. Identify and evaluate current and critical position
3. Fostering a strong and more humble team
4. Builds Company Reputation
D1- Conclusion :
-A performance appraisal helps in setting up goals
-Encourages and motivates the employee -Zigon model recommended for team performance -Succession planning a key to identify skills and competences of an employee D2- Next Steps
-Human Resources to schedule training for all leadership
-Implementation of Zigon Model
-Implementing succession planning process, key competencies and the critical positions will be identified
References
Gray, Carolyn. Team vs Individual Performance
By
Vivienne Ike
A1- Benefits.
1.Accountability
2.Alignment
3.Improved communication 4.Training and
A2- Preappraisal Activities
1. Encouragement and
Recognition
2. Coaching and Mentoring
3. Discipline and Counseling
4. Documentation
A3- Feedback
A4- Managerial Steps
1. Preparation
2. Assessment
3. Documentation Review
4. Proper and suitable environment A5- Postappraisal Activities
goal
1. Progress Monitoring
2. Mentoring and coaching
3. Setting a goal/resetting a
A6- Company Benefits
1. Growth
2. Stability
3. Motivate Employee
4. Assessment opportunity
5. Improve areas of weakness 6. Opportunity for dialogue
B2- Strategy
I Recommend Zigon Model
- Focuses on Result
- Show more specific actions and measurement - Addresses fact
- Creates a feedback loop
B3- Performance Differences
- Team performance appraisal assesses the contribution of individual member to their team. - Individual performance appraisal measures the work of employee against the guidelines of -Pipeline of Talent
-Viable alternative in a labor shortage
-Accurate Prediction
C2- Organization Use
-Identifying interested
-Communicate possible opportunities candidate -Assessing Competence Readiness
-Creating a developed plans
-Provide Development opportunity
-Formalizing Eligibility
C3- Company Use
1. Leadership Continuity
2. Identify and evaluate current and critical position
3. Fostering a strong and more humble team
4. Builds Company Reputation
D1- Conclusion :
-A performance appraisal helps in setting up goals
-Encourages and motivates the employee -Zigon model recommended for team performance -Succession planning a key to identify skills and competences of an employee D2- Next Steps
-Human Resources to schedule training for all leadership
-Implementation of Zigon Model
-Implementing succession planning process, key competencies and the critical positions will be identified
References
Gray, Carolyn. Team vs Individual Performance
References: Smallbusiness.chron.com Retrieved October 24, 2014, from http://smallbusiness.chron.com/team-vs-individual-performance-appraisals-2 0040.html Heath, Diane (2009) Ehow.com Retrieved from October 24, 2014 from http://www.ehow.com/list_6819568_benefits-performance-appraisal_.html Katz, Ronald (2001, October 26). Six Steps to a Successful Performance Appraisal Retrieved October 24, 2014 from http://store.grove.com/s.nl/c.ACCT75322/sc.2/category.2274/.f Webb, Lea. Succession Planning Benefits. eHow.com. Retrieved October 24, 2014 from