Developing An Effective Appraisal Program

With the importance of Performance Appraisal or Performance Evaluation in the system of Performance Management, it is vital to develop an effective Appraisal Program that benefits individuals in an organization and the organization as a totality. Keeping effectiveness in mind, when developing an appraisal program, we have a few characteristics to be considered.
Reliability: This refers to the stability or consistency of a standard or the entire procedure that we are adopting to assess employees at their work. Instead of depending on one single process or method of appraisal, it is always better to compare a few methods or programs

before selecting the best-fit alternative.
Flexibility: Not only reliable the program should be, it is also expected to be flexible enough to match with the type of jobs and nature of working environment that the employees are involved in. Developing exclusive programs for each separate job and each separate department may not be feasible by cost and by funds, forcing organizations to stick a single plan that is flexible to accommodate changes.
Standards: It is quite natural that performance appraisal programs use standards to appraise employee. These standards are expected to be appropriate and sensible. Standards are not meant to be unachievable but they are expected to be achievable and reasonable. More over, employees need to receive timely communication regarding the set standards.

How to develop an Appraisal Program?
Objective Setting: Development of an appraisal program starts from setting objectives

of the program itself, which is in turn to match with the objectives of Performance Management System.
Who is to be evaluated: Not every member in organization needs assessment, or at least everyone cannot be assessed using the same system or scale. For example, an appraisal program that is developed for teaching staff in an education institution cannot work well for the appraisal of support staff. This means, identifying the positions to be evaluated gets the second priority.
Who is evaluating: Here we identify those people who are going to evaluate an employee or a team. An employee can be evaluated by very many sources like self, peers, superiors, subordinates, customers, or vendors.
A method: Now we are ready to finalize a method to rate employees. Since its development, performance appraisal methods have evolved considerably and continuing to improve. You need to identify the method that best suits your organization and set of employees from a pool of choices which includes trait methods, behavioural methods, and results methods.
Communicate: And comes communication. The most important element of any appraisal program is effective communication; communication to the individuals who are going to be evaluated and to those who are evaluating the individuals.
 



Article Written By EBBIN JOSE

EBBIN JOSE is a blogger at Expertscolumn.com

Last updated on 29-07-2016 5K 0

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An Introduction To Performance Appraisal