Developing An Effective Appraisal Program Development of an appraisal system is normally the joint responsibility of the HR department and line and staff managers.The HR department is responsible for overseeing and coordinating the appraisal program while other managers assist in establishing objectives for the program. Studies have shown that employees have greater trust and respect for appraisal systems when they participate in the development of the rating instrument
Developing An Effective Appraisal Program Development of an appraisal system is normally the joint responsibility of the HR department and line and staff managers. The HR department is responsible for overseeing and coordinating the appraisal program while other managers assist in establishing objectives for the program. Studies have shown that employees have greater trust and respect for appraisal systems when they participate in the development of the rating instrument
Developing An Effective Appraisal Program Establishing Performance Standards Before mangers can appraise the performance of employees,appropriate performance standards must be established and communicated to employees.These standards,or criteria,must be job related requirements.The basic considerations for establishing performance standards are:
Developing An Effective Appraisal Program Establishing Performance Standards Before mangers can appraise the performance of employees, appropriate performance standards must be established and communicated to employees. These standards, or criteria, must be job related requirements. The basic considerations for establishing performance standards are:
Developing An Effective Appraisal Program Strategic Relevance-This refers to how the standards relate to the strategic objectives of the organization. Criterion Deficiency -Performance standards must capture the full range of a person's job.When standards focus on only one element of the job,they may leave out some important area
Developing An Effective Appraisal Program Strategic Relevance - This refers to how the standards relate to the strategic objectives of the organization. Criterion Deficiency - Performance standards must capture the full range of a person’s job. When standards focus on only one element of the job, they may leave out some important area
Developing An Effective Appraisal Program Criterion Contamination Performance standards should not be influenced by factors outside the employee's control.For example,if an employee's performance is affected by bad materials or poor equipment,his or her performance standards may be contaminated
Developing An Effective Appraisal Program Criterion Contamination - Performance standards should not be influenced by factors outside the employee’s control. For example, if an employee’s performance is affected by bad materials or poor equipment, his or her performance standards may be contaminated
Developing An Effective Appraisal Program Reliability-This refers to the stability or consistency of a standard,or the extent to which individuals tend to maintain a certain level of performance over time. Performance standards should be written and they should be defined in quantifiable and measurable terms
Developing An Effective Appraisal Program Reliability - This refers to the stability or consistency of a standard, or the extent to which individuals tend to maintain a certain level of performance over time. Performance standards should be written and they should be defined in quantifiable and measurable terms