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Performance Appraisal . Prepared by. Supervised by. Areej Ahmed Al- Hobi. Safaa S.Y. Dalloul. E-Business | Level II. Elements of Lecture. Performance Appraisal Definition Performance Appraisal Management Uses of Performance Appraisal . Performance appraisal .
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Performance Appraisal Prepared by Supervised by Areej Ahmed Al-Hobi Safaa S.Y. Dalloul E-Business | Level II
Elements of Lecture • Performance Appraisal Definition • Performance Appraisal Management • Uses of Performance Appraisal
Performance appraisal • It is a formal system of review and evaluation of individual or team task performance. • The focus of performance appraisal in most firms remains on the individual employee. • An effective appraisal system evaluates accomplishments and initiates plans for development, goals, and objectives
Performance Appraisal Management • management system is consisting of all organization processes that determine how well employees, teams, and ultimately, the organization perform. • PAM includes: HR planning, Employee recruitment and selection, T&D, career planning and development and compensation. • An organization must have some means of assessing the level of individual and team performance in order to make appropriate development plans.
Appraiser Discomfort • Conducting performance appraisals is often a frustrating human resource management task. • If a performance appraisal system has a faulty design, the employees will dread receiving appraisals and the managers will despise giving them.
Uses of Performance Appraisal • For many organizations, the primary goal of an appraisal system is to improve individual and organizational performance. • Performance Appraisal data are potentially for virtually every human resource functional areas:
HR Planning • Recruitment and Selection • Training and Development • Career Planning and Development • Compensation Programs • Internal Employee Relations • Assessment of Employee Potential
HR planning • Data that describe the promo ability and potential of all employees, especially key executives must be available in order to assess the firm's human resources. • Management succession planning is a key concern for all firms. • All-designed appraisal system provides a profile of the organization's human resource strengths and weaknesses to support this effort.
Recruitment and selection • Performance evaluation rating may be helpful in predicting the performance of job applicants. • Training and development: • A performance appraisal should point out an employee's specific needs for training and development. • Determining T&D needs is more precise when appraisal data are available.
Career planning and development • Performance appraisal data are essential in assessing an employee’s strengths and weaknesses and in deterring the person’s potential.
Compensation Programs • Performance appraisal result provide a basis for rational decisions regarding pay adjustment. • Rewarding the behaviors is necessary for accomplishing organizational objectives which is at the heart of a firm’s strategic plan. • To encourage good performance, a firm should design and implement a reliable performance appraisal system and then reward the most productive workers and teams accordingly.
Internal Employee Relations • Performance appraisal data are frequently used for decisions in several areas of internal employee relations, including promotion, demotion, termination, layoff and transfer. • When performance level is in unacceptable, demotion or even termination, it may be appropriate.
Assessment of Employee Potential • Some organizations attempts to assess employee potential as they appraise their job performance.
