Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Employee evaluation and compensation
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Employee evaluation and compensation
RMFD managers use the employee evaluation process for goal setting and goal alignment based on the company’s missions and vision for the upcoming year. This allows the manager to communicate the business strategic business plan to the employees. The performance evaluation also gives the manager a formal opportunity to provide feedback to the employee on what they are doing right and what might need improvement. This formal opportunity also gives the employee a chance to share his or her thoughts with the manager about goals or job performance. The formal review can be used to determine the employee’s future career path with RMFD, positive or negative. This gives the manager and employee an opportunity to discuss career advancement goals. The performance evaluation gives managers an opportunity to recognize their employee who did a great job over the past year. During the performance evaluation the manager can review the expectations of general job functions with the employee. Any questions the employee might have regarding specific job functions can be sorted out during the face to face meeting. The annual performance evaluation gives the manager an opportunity to determine a merit increase is warranted for the non-union administrative …show more content…
Because the managers are busy and a year has passed since the last performance evaluation, the manager must recount the past year about behaviors and job performance. It is easy to forget about things that happened some time ago and only remember current issues that have occurred in that last couple of weeks. This causes the feedback to be generalized because the manager cannot remember details of each situation. This prevents unacceptable performers from improving and makes great employees resentful because the manager cannot remember concrete details that could help them progress. This also causes a manipulative behavior from poor performing employees to work hard right before their
Evaluation can be crucial part of employee development, it let employee know where they are currently and where they can improve and it outlines what is expected. This can give a sense of purpose. Some of the cons are they that if they are not done appropriately or too generalized it can make the employee feel lost an unfulfilled. You can make it so the goals are basically unachievable giving a sense of powerlessness. I don’t believe this statement is completely true, I believe
DiClemente (2013) stated, “Although no evaluation is perfect, evaluation research can have a high degree of rigor” (DiClemente, Salazar, & Crosby, 2013, pp. 298). The result of a high degree of rigor can lead to the utilization by program planners and policy experts which would in turn could impact public health policy and promotion practice (DiClemente et al., 2013). This is obtained by a step by step, all equally important, process in what is known as the “Nine Step Stairway to Effective Evaluation”.
In the workplace feedback is given among employees or from leaders to employees. A performance review is an example of how employers can provide constructive feedback to their employees to help them identify their strengths and weaknesses to assist them to improve and develop the necessary skills to be successful within the organization. For information on how to provide better feedback, please visit: http://www.dummies.com/how-to/content/giving-constructive-feedback.html
Based on your view of the objectives of performance evaluation, evaluate the perspectives about performance appraisal presented by the managers.
There is an array of key components and factors involved in making an organization a successful business. One of those elements consists on evaluating employee’s performance; this sole component is critical in determining how effective is the organization’s productivity and which are the necessary steps to ensure proper functioning. “The performance appraisal may be one of the few times during the year where an employee and the reviewer, typically the employee's supervisor, can sit down and have a lengthy face-to-face discussion about all aspects of the job” (Joseph, 2016). Employees’ performance assessment serves as an instrument to gather important information as to which areas of the job description are being performed according to standards
The review mechanism enables leaders to measure the performance of their managers, especially in the key result areas: marketing; innovation; human organization; financial resources; physical resources; productivity; social responsibility; and profit requirements.
The foundation for effective job performance and compensation system can be traced to effective job analysis process. Fundamentally, a job analysis should consist of a thorough examination of the job 's duties and knowledge, skills, abilities, and qualities that are required in order to be successful in a specific position, upon which appropriate rewards or compensation can be determined. For many perspectives, jobs are usually made up of requirements and rewards, where rewards may be regarded as a major recruitment strategy for motivating potential employees in order to influence them to stay the organization for a longer period as well as enhance their performance. The most common or basic form of rewards which attracts employees is extrinsic
Section 1: The focus of many managers is most often on the wrong things. They focus on appraisal rather than planning. Performance appraisal is not performance management. Managers often focus on a one-way flow of words (manager to employee) rather than dialogue. Performance management and the end of the year appraisal are often seen as a necessary evil. They don’t realize that if carried out properly, performance management has the potential to fix many of the problems they’re facing.
Performance appraisal is perceived by most as a tool to reward or penalize employees for their good or bad work respectively by the end of a year. This notion is a challenge in itself to deal with. The whole exercise becomes dull for both supervisors and their subordinates and they tend to look at it as an additional responsibility which they have to finish. In the end, there is little or no value addition for either the employee or the organization. There are, however, better ways of looking at and conducting performance appraisals. It can give much needed feedback to both performers and laggards to improve upon and if done properly can even boost their motivation. More importantly, they provide a chance to employees to have a say in their goal setting and thus aligning it with the departmental and organizational goals. Also, the process itself has a value in team making.
Performance management is a great tool for both the employee as well as the organization. For the employee, it gives the employee a clear picture of his areas of improvement and helps him improve and grow. From the organization’s perspective, it lets them understand the potential they have in their employees and how to realize them. It helps them to analyze who are worthy of being held onto and whom to let go so that the organization grows. In all, an effective tool, if used in the correct manner by all the parties involved.
The manager communicates with the members of staff individually on a regular basis providing all the necessary information about the employee’s overall performance as it relates to their roles in the workplace. This performance appraisal is beneficial to employees as it allows them to create an outline for their goals with the greatest effort it should not be used to lower the employee’s level of motivation but seek to increase it.
Finally, the timing of appraisals could be rectified by implementing quarterly performance appraisal instead of annual ones. Having managers meet with employees more frequently may enhance individual performance by giving employees the feedback they need to improve. Also, increased appraisal may result in more accurate evaluations because it is easier to recall specific performance indicators after 3 months versus after 12
...organizational annual pay and grading reviews, Performance appraisals generally review each individual's performance against objectives and standards for the trading year, agreed at the previous appraisal meeting. Performance appraisals are also essential for career and succession planning - for individuals, crucial jobs, and for the organization as a whole. Performance appraisals are important for staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff. Performance appraisals provide a formal, recorded, regular review of an individual's performance, and a plan for future development.
There are several reasons organizations initiate performance evaluations, however the standard purpose for performance evaluations is to discuss performance expectations; not only from the employers perspective but to engage in a formal collaboration where the employee and the manager are both able to provide feedback in a formal discourse. There are many different processes an organization should follow when developing its performance evaluation tool; in addition essential characteristics that must accompany an effective performance appraisal process. I will discuss in detail the intent of a performance evaluation, the process an organization should follow in using its performance evaluation tool, along with the characteristics of an effective
The performance method can be used to evaluate the effectiveness of employee at work through performance appraisals