What
is performance of the employee?
Performance
is good ranking of the employees according to their job role. It means, in a
work place, if the employees can show skills, strategies, within own job responsibilities,
it is performance. Every organizations try to manage the performance of each
employee, team and process itself. With performing people, easily can be gone
to achieve the goal by the organization.
Behavior
that accomplishes result.
(Armstrong, 2017)
Assessment
of performance entails evaluation of inputs and output
(Brumbach,1988)
Performance
is the “outcome of three determinate”
v
Facts
& things
v
How
things are done
v
Motivation
to them
(Armstrong,
2017)
Performance appraisal
Employees
have a good understanding about the company’s goal & objective and they are
doing their duties as the best as individual or team to achieve finally
organization’s goal. The company
should have a good understanding about each employees’ abilities, Skills and
knowledge, Strategies (etc) when they are playing their role in the organization.
A systematic evaluation method for performance of employees should be done to
have an understanding of the abilities of the resources for future growth and
development. It is performance appraisal and following objectives are showing
that why do we performance appraisal?
1)
To
decide salary packages, increase in salary, pay structure etc of the employees.
And also, further to motivate through the proper performance appraisal can be
provided bonuses, variable allowances and benefits
2)
To
identify of people’s strengths and weaknesses of the resources in order to put
them at the right job. If have strengths, further to support to develop their
strengths and if have weaknesses, further given advises and required resources
to re-correct their weaknesses.
3)
At
the right situation, Can be identified to keep hold of the training programs
for the promotion of the employees.
4) Appraisal can be called as a
motivational tool for employees. By setting standards to achieve the targets,
the employees are motivated to perform as well as to develop their performance
in future.
5)
To
understand the probable interests of the employees for future development.
Methods
of Performance Appraisal
1.
Rating
Scale Method
2.
Essay
Appraisal Method
3.
Confidential
Report System
4.
Ranking
Method
5.
Critical
Incident Method
6.
Confidential
Report System
7. Check List Method
8. Graphic Rating Scale Method
9.
360 degree appraisal method
Introduction of 360 degree
appraisal method
This
method was first used from 1940 which is a system all the people are involved
to get feedback about the employees. Required feedback is collected from
managers, peers, subordinates, customers, suppliers, labors, etc. Usually, 360
degree appraisal method is used for employee’s middle & senior level.
The complexity of their
roles enables the organization to generate sufficient data from all
stakeholders for a meaningful assessment.
There
are four stages of 360 degree appraisal method.
1) Self-Appraisal
2) Superior’s Appraisal
3) Sub-ordinates Appraisal
4) Peer Appraisal
Coates
(1996) discussed about the Multi source feedback and its recommendations. 360
degree feedback is a very effective process of feedback followed by development
wherein technology has to be properly understood before implementing. The
organization should be prepared for the implementation of the process keeping
in view two important factors: skilled facilitator and maintaining
confidentiality. The feedback leads to the developmental activities which
should be timely followed up. Well researched and well-constructed survey items
should be kept in mind so that separate developmental feedback form should be
used for personnel and compensation decisions.
Taylor
and Bogdan, (1998) were designed to capture participants’ reactions to the
findings of the 360-degree survey component of the program. Discussion of
expectations and conversation created by the 360-degree feedback process also
creates opportunities for sharing and clarifying the organization’s values.
Individuals question why they have particular expectations and why they have
attitudes in particular ways (Waldman, 1998).
Advantages
of 360 degree appraisal
v Offer a more comprehensive view
towards the performance of employees.
v Such colleague’s feedback will
help strengthen self-development.
v Improve credibility of
performance appraisal.
v Opinions gathered from lots of
staff are sure to be more persuasive.
v Not only manager should make
assessments on its staff performance but other colleagues should do, too.
v The mix of ideas can give a
more accurate assessment.
v People who undervalue
themselves are often motivated by feedback from others.
v If more staff takes part in the
process of performance appraisal, the organizational culture of the company
will become more
v Increases responsibilities of
employees to their customers.
Brings
people together
360-degree
feedback, is one of the most valuable features of Agile Performance Management.
As the name suggests, it provides feedback from all angles; that is from peer
groups, to managers, to subordinates. As this communication comes from a
variety of different sources it will contain a multitude of differing opinions
and perspectives, which is of vital importance when looking for feedback. In a
sense, it can be seen as more valid and objective as it is from such a varied
audience.
Identifies
development opportunities
As
the feedback a person receives is most likely diverse, this provides a unique
opportunity to uncover areas that may need development or open up gaps in
knowledge that could be valuable. Such feedback can then be incorporated into
personal development plans. This is very useful information that the individual
may not have thought of on their own.
Core
competencies adhered to
When
a company introduces a 360-degree feedback as part of its performance
management system, they can do so in a manner that relates to the company’s
core competencies. These competencies reflect the organization’s standard for behaviors
and interactions. When reinforced on a regular basis, they can have an impact
in shaping your company’s culture. Making them a part of the performance
management system means that individuals can receive feedback about how they
act on and exemplify the organization’s core competencies in their daily
performance, encouraging everyone to live and breath these ideals in everything
they do.
On
above mentioned advantages, can be said that “The best performance appraisal
method is 360 degree appraisal method”
References
Department of
Business Administration, Utkal University, Vanivihar, Bhubaneswar, Odisha,
India.
Commenting on blog is an art.Good comment create relations.You are doing great work .Keep it up
ReplyDeleteThanks Derick
ReplyDeleteEnhancing work quality, output and efficiency. Performance appraisals perform three important functions within companies. They provide feedback to a person on their overall contribution for a period.
ReplyDeletePerformance appraisal process
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