Performance Appraisal Essay Example
TABLE OF CONTENTS
I. Introduction
II. Main Text
III. Conclusion
IV. Appendices
V. References
VI. Bibliography
INTRODUCTION
‘Skill comes so slow, and life so fast doth fly,
We learn so little and forget so much.’
-(Nosche Teipsum, 1599)
The above lines mean that there are so many skills and so much knowledge to acquire that a lifetime is not enough for it. This may also apply to the world of business wherein every employee today looks to improve his skills and knowledge and must constantly do so to keep up but yet it is never enough as the world around us keeps changing.
‘Change is the only constant’. This is an inevitable part of an organization making it susceptible to strategic, organizational, competitive, technological and occupational pressures to be developed and improved in order to reinforce the organization’s standing, position, effectiveness and profitability in its markets. How an employee works in such an organization in such conditions and how he performs against the standards set by the organization is measured by his performance appraisal. Performance appraisal is defined as evaluating an employee’s current or past performance relative to his or her performance standards.
The appraisal process involves setting work standards, assessing the employee’s actual performance relative to these standards, providing feedback to the employee with the aim to eliminate performance deficiencies or continue performance above par. One sometimes wonders why a performance appraisal is done at all when it is such a terrible experience for the supervisor as well as for the employees. A logical explanation would be that it further leads to performance related pay awards, identifies potential, gets a glimpse into wider organizational development prospects, identifies occupation-person match and mismatch and looks into the actual and potential problem areas.
Unfortunately, performance reviews are rarely as
I. Introduction
II. Main Text
III. Conclusion
IV. Appendices
V. References
VI. Bibliography
INTRODUCTION
‘Skill comes so slow, and life so fast doth fly,
We learn so little and forget so much.’
-(Nosche Teipsum, 1599)
The above lines mean that there are so many skills and so much knowledge to acquire that a lifetime is not enough for it. This may also apply to the world of business wherein every employee today looks to improve his skills and knowledge and must constantly do so to keep up but yet it is never enough as the world around us keeps changing.
‘Change is the only constant’. This is an inevitable part of an organization making it susceptible to strategic, organizational, competitive, technological and occupational pressures to be developed and improved in order to reinforce the organization’s standing, position, effectiveness and profitability in its markets. How an employee works in such an organization in such conditions and how he performs against the standards set by the organization is measured by his performance appraisal. Performance appraisal is defined as evaluating an employee’s current or past performance relative to his or her performance standards.
The appraisal process involves setting work standards, assessing the employee’s actual performance relative to these standards, providing feedback to the employee with the aim to eliminate performance deficiencies or continue performance above par. One sometimes wonders why a performance appraisal is done at all when it is such a terrible experience for the supervisor as well as for the employees. A logical explanation would be that it further leads to performance related pay awards, identifies potential, gets a glimpse into wider organizational development prospects, identifies occupation-person match and mismatch and looks into the actual and potential problem areas.
Unfortunately, performance reviews are rarely as