Performance Appraisals & Career Advancement
The CEO of Hound.com, a Popular Job Site, A. Harrison Barnes states that performance appraisals are widely used these days by the associations and organizations to assess the performance level of its employees. This helps the candidates to advance towards their goals and objectives. The employees can thereby give direction to their individual performances and review their performance. The performance appraisal helps the candidates to bring about self introspection in their performance and find out ways to improve their performances in the future. The performance appraisal is a two way process that not only helps the candidate to excel in his career but also helps the company to achieve its organizational roles.At Hound.com, we provide you with better insights into the process of Performance Appraisal, different kinds of approaches and methods relating to performance appraisal, sample forms for performance appraisal, software appraisals etc. we have also tried to study the current market scenario for analyzing the standards of global performance appraisal says A. Harrison Barnes. A well structured and formal performance appraisal helps a candidate to analyze his or her standards of performance in a better way.Ò There are several popular methods involved in the process of performance appraisal that are carried out keeping organization goals in mind. They are as follows:
The 360 degree appraisal process enables an employee to receive feedback from his subordinates, managers, peers and customers about their performance. Peer appraisal helps an employee to determine one"s own strengths and weaknesses, says A. Harrison Barnes the CEO of hound.com. You can create an appraisal form of your own and ask the peers to rate your current performance. Thereafter, you can analyze the summary of your reviews and get an idea about the present rate of performance. This helps to strengthen relationship among your colleagues. Performance appraisal can be measured with the help of parameters like Behavioral Observation Scale or Behaviorally Anchored Rating Scale.
Trait based systems are commonly used in business firms for rating performance appraisals. These are based on personality traits. Human personalities are static and cannot be changed at will. Though it is within the reach of an employer to alter an employee"s behavior, any attempts of changing one"s personality might not bear fruitful results says A. Harrison Barnes. The trait based system is said to be vague and unreliable as they are susceptible to office politics. The office politics provides a cover over the true performance of the candidates. This vagueness prevents the right candidate from getting recognized by the managers. Due to lack of precise behavioral information there may be rise in the favoritism claims.
Performance Appraisal Software is also used in some organizations. This is a tool that helps to organize the high performance value of the employees in almost no time says A. Harrison Barnes the CEO of hound.com. The performance appraisal software is very user friendly. The striking feature of this software is as follows:
The software helps you to reduce your time and other resources by up to 85 thereby enabling the managers and the HR to devote time towards other important issues too. It helps you to bring about qualitative developments in the field of employee appraisals. The performance appraisal software helps one to bring in the same targets and developmental activities with priorities in business.
It tracks and manages the entire appraisal system from the HR Control Centre. It helps to create large number of appraisal forms in a very short period of time. The performance appraisal software creates appraisals the way you want them to be says A. Harrison Barnes.
Basic objectives behind performance appraisals:
1) The employees of the company can get feedback about their individual performances; this helps them to move ahead in their career.
2) The management by making use of appraisals can identify the training needs of the employees.
3) Certificates and awards are given out to the employees who achieve organizational goals and targets.
4) The employees are motivated to achieve organizational goals in lure of incentives, increments, disciplinary actions and promotions.
5) The communication between the management and employees is enhanced.
6) The performance appraisal provides opportunity for analyzing organizational goals and development.
7) It helps to standardize selection procedures and policies concerning human resource for meeting the requirements of Equal Employment Opportunity.