'Performance Appraisal System Essay\r'

'Performance Appraisal System Antronette S. Hancock Axia College of University of capital of Arizona A bring to passance assessment system is a very important part of either self-made organization. Both employees and organizational management and leaders puzzle from a well-structured feat judgement system. These systems offer feedback and respects to employees who perform well, while at the same time guardianship employees accountable for their accomplishment. The following report will decipher the purpose, benefits, and elements of a great proceeding appraisal system, and precis a unique performace appraisal system for a human service organization.\r\nThe purpose of a capital punishment appraisal system is to provide an evaluation and feedback on an employee’s performance. Most organizations perform appraisals yearly and may call the appraisal by other terms-such as a review. Even if appraisals argon performed annually, management should hit weekly consulta tions or meetings with staff to watch separately employee is kept up-to-date with policies and each employee grapples what is expected of him or her.\r\nA manager should not wait until the brook of a year to let an employee know that in that location has been a performance problem for the last eight-spot months. Problems should be addressed as they arise to foreclose any surprises during the appraisal process. The evaluation portion of an appraisal system is normally performed by management. During this portion, management evaluates an employee’s performance to determine if there argon any areas that need improvement. Ideally, all employees should be meeting or exceeding organizational standards.\r\nIf an employee is not meeting standards, or has not met standards at some point inside the previous year, his or her appraisal may work suggestions for improvement or there may be other consequences as a result of deplorable performace. The feedback portion of an apprais al system normally takes gravel between management and the employee who is being appraised. According to Caruth and Humphreys, appraisals should be formalized according to organizational procedure (2008). Feedback should be conducted in a private setting to ensure that the information being passed on is confidential.\r\nThe manager should well explain the employee’s appraisal and progress the employee to petition questions. The manager should also be attentive to what the employee says so the the employee does not feel like his or her comments or concerns are not important. From an employee viewpoint, the purpose of a performace appraisal is very different than that of the organization. According to Cash, the employee wants to know quaternary things: what do you want me to do, how well hold back I done it, how can I improve my performance, and reward me for doing well (1993).\r\nThese are the questions and expectations an employees need to know in order to perform his o r her job well. Managers should agnise sure employees are aware of expectations each and both day while working. From the organizational viewpoint, one of the main purposes of an employee appraisal system is accountability. Employees need to be held accountable for their performance at all times. A good appraisal system outlines each employee’s responsibilities and performance rates to show accountability. This is especially important in organizations that have areas with overlapping responsibilities.\r\nEach employee needs to know specifically what he or she is held accountable for. on that point are many benefits of a good performance appraisal system. One of the benefits is that the appraisal process allows managers to have one-on-one time with employees that they may not mother to have on a daily basis. other benefit is that any existing problems can be addressed and, hopefully, solutions can be made so that the problem can be corrected. Appraisals also encourage em ployees to perform better in the future so that the next appraisal will be positive.\r\n lead the following unique appraisal system for a human service organization. Each employee will be evaluated yearly. The evaluation will be based on three areas: work performance, attendance, and innovation. Work performace will acquire the biggest portion of the appraisal score because there are many factors involved. Work performance will be based on organizational standards, accuracy rates, patness standards, and customer satisfaction. Attendance scores will be based on the employee’s attendance explanation for the previous year.\r\nAnd Innovation scores will be given based on any ideas the employee has bang up with to improve organizational processes or glow organizational costs. Once the scores are determined, a final appraisal score is given to the employee. Employees can compare these scores from year to year to travel to if his or her performance is acceptable for the organiz ation. Employee appraisal systems are very beneficial for both employees and the organization. Appraisals provide feedback to employees concerning their performance and also holds each employee accountable.\r\n'