Performance Appraisal Process Essay

Introduction

The ability to gauge the employee's ability to meet the desired performance standards makes appraisal process crucial to business owners. Performance appraisal involves a systematic process that uses objective metrics to evaluate employee's performance against the predetermined objectives. The process obligates accommodation of human resources and operational issues capable of fulfilling the company mission and vision.

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Establish Performance Standards

The appraisal process begins by establishing standards aligned to the expected delivery for each position. The standards reflect the expected performances that the position holder should accomplish to fulfill company mission and vision. Establishing the standards involves reflection on the job description, though adjusted to reflect business needs. The standards constitute the basis applied to compare whether the employees' actual performance is successful or unsuccessful. Additionally, the standards become the assessment instrument to judge their contribution to the organizational objectives. It requires setting clear, measurable and easily understandable standards. Communicating the standards is vital to ease the onboarding process that captures the job expectations. Communication should feature regular meetings that allow review of standards and reiterate the importance of fulfilling minimum requirements. Clear explanation of the standards helps employees to understand and know their roles and expectations.

Measure and Compare Employee Performance

The measurement of actual performance is critical to determine the contributions of the employees within a particular period. It involves a continuous process to monitor the employee performance within the year. The assessment of actual performance mandates careful selection to avoid personal bias that may hinder the outcome. The measurement of actual performance mandates provision of assistance while avoiding interference with employees input. The stage involves comparing performance to the desired output. The comparison reveals variances in the employee performance from set standards. In particular, declining performance reveals negative deviation from the expected. An exhaustive comparison should recall, evaluate and analyze the performance data. Comparing employee performance against colleagues informs the employers on the source of the underlying challenge, whether the employee, operations obstacle or insufficient training.

Communicate and Discuss Results

Discussing the employee outcome is vital to convey outcome to the employees. The feedback comprises debating the results, shortcoming, and areas that need improvement. In doing so, the discussion prioritizes reaching consensus and solving emergent challenges. The appraisal manager assumes positive attitude when correcting the mistakes in employees input. Such is essential to ensure better performance and avoid the emotional outburst. Conveyance of feedback involves prior preparation of employees to ensure receipt of positive criticism. The discussion, however, mandates continuous monitoring of projects and assignments, hence need for periodic reviews to check how well employees meet the pre-determined standards. The regular reviews allow adjustment to address unrealistic standards. The performance review meetings should accommodate gathering feedback from employees on their performance, professional goals, and viability of company protocol.

Conclusion

The performance appraisal process is critical to developing action plan by building bigger goals centered on the employee success. The action features specific plans to revitalize deliveries. It offers an extended platform allowing employees capture their expectations in the development plan. The development targets to win the employees to optimize their performance through their involvement during formulation. Their participation is necessary to secure their acceptance and commitment to accomplish the set goals. It captures a corrective action initiated to address previous shortcomings and adjust the deviations to put out fires through counseling coaching and mentoring.