Conducting Effective Performance Appraisals Essay -- Management Employ

Conducting Effective implementation Appraisals Performance appraisal is considered a key tool for managerial needs of todays organizations. Performance appraisal is the process by which organizations evaluate job performance. Usually a performance appraisal system requires a manager to rate separately employees performance according to performance criterias that have already been established over a period of time. Performance appraisal systems likewise provide a basis for planning improvement as hygienic as means for determining merit increases, transfers and even dismissals. According to Berkeleys Policy and Procedures, the purpose of performance appraisal is to be able to stair and enhance private and institutional performance, and in turn to providing professional and line of achievement growth, determining merit increases, and meeting the internal and external demands for documentation of individual performance. Performance appraisals are intended to encourage open com munication surrounded by the employees and the supervisors. As a result, it provides an understanding of the employees job responsibilities, the standards of performance of a supervisor, and the pass along of an employee in his or her job responsibilities. Performance appraisal are truly meaning(a) to employees because some type of feedback is needed in order for employees to be aware of how well they are performing their job or on the contrarily, to be informed of the areas which they need improvement in. Feedback is one of the most important factors supporting high level of performance. Without performance appraisals or feedback, employees have no way of knowing whether they are doing a good job or whether there are some areas in which they need to improve (F... ...ine. operational http//www.sasknetwork.gov.sk.ca/pages/tw/d121.htm. Bartley, Douglas L. Job Evaluation. Addison-Wesley Publishing Company, Inc. Reading, Massachusetts 1995. Cohen, Steven and William Eim icke. The New Effective Public Manager. Jossey-Bass Publishers. San Francisco 1995. Fournies, Ferdinand F. Employees go intot Do What They ar Supposed To Do Because They Think They Are Doing It When They Really Arent. Library Hall Press 1988. Online. Available http//www.gmp1st.com/mntp0798.htm. Heathfield, Susan M. Performance Appraisals dresst Work. Human Resources (6/11/00). Online. Available http//humanresources.about.com/careers/humanresources/library/weekly/aa061100a.htm. Henemen, Robert L. Linking feed Increase to Performance Ratings. Addison-Wesley Publishing Company, Inc. Reading, Massachusetts 1992.