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One to one meeting, discuss last year goals and next year objectives.
There are different methods of performance appraisal
They are-1The graphic rating scale that is comparison of individual performance. This is the oldest technique
2-Ranking method.The employees are ranked from the best to the worst
3.Paired comparison method-Ranking by comparison with all the employees in the group.
Apart from the traditional methods some of the modern methods are – Behaviorally anchored rating scale.
4.Assessment center-First applied in German Army in1930. Employees are observed how they would behave in different situations if chosen for a higher job role.
5.Human resource accounting- Comparing cost and contribution of human resource to organization.
6.Management by objective- Peter Drucker. Senior and subordinates jointly decide on the common goals.
The method to be chosen would depend on the size of the origination, the industry sector etc.360degre feedback appraisal where the employee gets appraisals from both supervisors , co –workers, customers ,and those who work under him is thought to be the best method. But it is costly and not yet widespread in the Asia.
Performance appraisal is an assesment of an employee at the end of a year. This is one-to-one meeting which is being done on the basis of completed assigned satisfactorily and assigned next year objectives.
In my organization the whole process is done over on line system. Firstly, the appraisee completes the individual part and then followed by his/her supervisor. The supervisor discusses the individual face to face with his /her success/failure, followed by next year target and objective. After that, Chief Business Officer (CBO) does his part and forwards it to the Board. The process ends with the Board’s review which is finally informed the individual through portal.
كما تحتاج المؤسسات الى برامج تقييم الاداء لتحقيق العدالة والمساواة بين العاملين/ الأفراد/ الموظفين.ولإذكاء الحماس والتنافس بين الموظفين وللكشف عن الكفاءات المستقبلية.ولتقييم الأداء وتحديد الاحتياجات التدريبية.ولتنمية قدرات المد راء على التحليل.ولمتابعة فعالية السياسات المختلفة.ولتطوير المعايير والأساليب التقويمية مما يؤدي إلى رفع الكفاءة.ولمتابعة وتقييم جهود الإدارة المتوسطة من قبل الإدارة العليا.
You also need institutions to performance assessment programs to achieve justice and equality among employees / individuals / staff. Raise enthusiasm and competition among the staff and for the detection of future competencies.In order to assess performance and identify training needs.To develop the capacity of the tide behind on the analysis.To follow up on the effectiveness of different policies.And to develop standards and methods leading to the calendar increase efficiency.To monitor and evaluate the efforts of middle management by senior management.
First you must explain their role and the performance appraisal before they start working. You should clarify the basis that they will be evaluated upon.
Second; after the3 month period or6 month, depending on your organization rules and regulations, you take the performance appraisal temple and write what your opinion about the employee. This is through evaluating their work, asking their colleagues, their managers, seeing their performance, what they added to the org... Etc
Third; there are two ways either both you and the employee discuss the appraisal alone or you get the employee's manager to attend.
Forth; you discuss each point with the employee and tell them your opinion about it. The employee has to be convinced with the result for better performance. You have to show him/her their strength and weaknesses. If they have problems try to find a middle ground for it. Write down the skills that they need and sign them up in courses to improve it.
Fifth; draw a road map with the employee on how he/she will do better and what do u expect from them till the coming appraisal
