Performance Management by CYNTHIA ROPAFADZO PAMBUKA https://padlet.com/220153679/hj06urj0pktgjlsg IP PRACTICE ASSIGNMENT 3 en-us 2021-08-28 19:54:11 UTC 2021-09-02 16:02:35 UTC hello@padlet.com What is performance management/appraisal? 220153679 https://padlet.com/220153679/hj06urj0pktgjlsg/wish/1702597393 What is it?
Performance appraisal/management is a form of review used to assess or look at an employees overall  job performance and overall contribution to a company.They are used by employers to justify or determine the contribution that the employee has made to the organisations growth and progress.'
'Performance  appraisal (or performance evaluation) refers
to the methods and processes used by organizations to assess the level of performance of their employees. This process usually includes measuring employees’performance and providing them with feedback regarding the level and quality of their performance' (DeNisi and Pritchard, 2006).  


]]> 2021-08-29 11:53:00 UTC https://padlet.com/220153679/hj06urj0pktgjlsg/wish/1702597393 Why is performance management/appraisal important? 220153679 https://padlet.com/220153679/hj06urj0pktgjlsg/wish/1702601196
  • Clarifies the role and status an employee plays in an organisation.
  • Self Development: an employee can receive positive feedback where they excel and if not they can set up training or developmental programs with their managers.
  • Motivates employees if they are supported by good merit-based compensation system. The best performers get better pay and benefits packages and the under performers are easily detected and can be penalized.
  • Statistics can be used to monitor the organisations growth, recruitment an induction processes.
  • Performance appraisal systems also help management and the organisation to be able to adequately decide about promotions , transfers and rewards of employees.(Idowu,2017)
]]> 2021-08-29 12:00:44 UTC https://padlet.com/220153679/hj06urj0pktgjlsg/wish/1702601196 Who is responsible for managing the performance appraisal and how often should it be done? 220153679 https://padlet.com/220153679/hj06urj0pktgjlsg/wish/1702616590 Performance appraisals are mostly conducted by line managers and superiors of the employees to assess their employees, however depending on the type of appraisal system used peers can appraise each other as well as customers too if a 360 appraisal system is used.

How often are performance appraisals done?
Ideally these performance appraisals are an ongoing process that are represented by formal meetings which can be done on a 6 to 12 month interval.]]> 2021-08-29 12:30:27 UTC https://padlet.com/220153679/hj06urj0pktgjlsg/wish/1702616590 What information is required for performance management/appraisal? 220153679 https://padlet.com/220153679/hj06urj0pktgjlsg/wish/1702767356 Employees need to be aware of what is expected of them so that they can perform well. When being appraised employers should include a detailed job description that describes the essential functions, tasks and responsibilities of the job at hand.
Appraisal should include : 
  • Performance threshold(s),
  • Requirement(s), or
  • Expectation(s)
other information that can be included is: the name of the employee, date the performance form was completed, dates specifying the time interval over which the employee is being evaluated, performance dimensions (include responsibilities from the job description, any assigned goals from the strategic plan, along with needed skills, such as communications, administration, etc.), a rating system (e.g., poor, average, good, excellent), space for commentary for each dimension, a final section for overall commentary, a final section for action plans to address improvements, and lines for signatures of the supervisor and employee.

 
]]> 2021-08-29 16:12:13 UTC https://padlet.com/220153679/hj06urj0pktgjlsg/wish/1702767356 What can be done with the outcomes of a performance appraisal? 220153679 https://padlet.com/220153679/hj06urj0pktgjlsg/wish/1702806305 With the outcomes of a performance appraisal the employee's competency gaps can be identified and areas of improvement in the performance can be suggested. Managers can take the necessary steps to help the employees improve on those areas,.
The identification of high achieving or high potential employees can be done which can be incorporated into the succession plan of the organisation.
The results of these outcomes can be beneficial for compensation systems.]]> 2021-08-29 17:17:05 UTC https://padlet.com/220153679/hj06urj0pktgjlsg/wish/1702806305 How do we ensure the performance management/appraisal process is ethical? 220153679 https://padlet.com/220153679/hj06urj0pktgjlsg/wish/1702820207 Use uniform rating criteria: Avoid and eliminate differences in outcomes caused by disorderly systems which may result in unethical results or outcomes.
Eliminate Personal Prejudice and remove friendship factor: The assessor should remove any personal bias they may have towards the employee be it about their race, ethnicity or gender. If prejudice is not removed you may assess an individual unfairly. Also the manager or assessor must be able to remove themselves from their personal relationship with the employee if there is and assess fairly. If they are unable to do so they must remove themselves from that.(Chron Contributor, 2020)

]]> 2021-08-29 17:43:15 UTC https://padlet.com/220153679/hj06urj0pktgjlsg/wish/1702820207 220153679 https://padlet.com/220153679/hj06urj0pktgjlsg/wish/1710667917 Performance Appraisal procedure example]]> 2021-09-01 18:54:05 UTC https://padlet.com/220153679/hj06urj0pktgjlsg/wish/1710667917 References 220153679 https://padlet.com/220153679/hj06urj0pktgjlsg/wish/1710830061 Chron Contributor. (2020) Ethics in performance evaluations. Retrieved from https://work.Chiron.com/ethics-performance-evaluations-20998-html
DeNisi, A.S., Pritchard, R.D., 2006. Performance appraisal, performance management and improving individual performance: a motivational framework. Management and Organization Review 2 (2), 253–277.
Dijk, D and Schodl, M. (2015) Performance Appraisal and evaluation. International Encyclopedia of the Social & Behavioral Sciences (pp.716–721)Oxford: Elsevier
DOI:10.1016/B978-0-08-097086-8.220345
9 Benefits of Performance Appraisals. Retrieved from https://www.kpi.com/blog/2016/01/18/10-benefits-of-the-performance-appraisal-system/
Idowu, A. (2017) Effectiveness of Performance Appraisal System and its Effect on Employee Motivation.Nile Journal of Business and Economics 3(5)University of Sussex.
DOI:10.20321/nilejbe.v3i5.88






]]> 2021-09-01 20:34:00 UTC https://padlet.com/220153679/hj06urj0pktgjlsg/wish/1710830061 How do performance management link to other HR functions 220153679 https://padlet.com/220153679/hj06urj0pktgjlsg/wish/1713079503 'Managers use performance management systems to assess and reward the behavior of their employees. Additionally, a strategic human resource management function handles the recruiting, interviewing, hiring and development of all personnel required to ensure your company can achieve its goals. The relationship between performance manageme' (Duggan, 2018). 
Performance management can also be linked to HR functions through setting organisational goals, creating training opportunities and creating change by using the results of Performance management results. ]]> 2021-09-02 15:39:22 UTC https://padlet.com/220153679/hj06urj0pktgjlsg/wish/1713079503