It is seen that many companies claim performance appraisal to be a time-consuming and ineffective process even after spending a lot of time on it. But what they fail to realize is that these problems are associated with the traditional methods of performance appraisal used by them, which focuses more on measuring the past work of employees rather than improving their future performance.
For companies to raise productivity and improve their results, the employee performance appraisals are a must. But what are performance appraisals in HR?
What Is Performance Appraisal?
Performance appraisal refers to an annual or biannual process that involves the setting of quantifiable goals and objectives for the evaluation of an individual’s performance. It assesses the overall performance and productivity of employees according to the pre-determined targets for that particular year.
Performance Management aims at building a high-performance culture in the company.
The Performance objectives are often required to be specific, measurable, achievable, relevant and time-bound, commonly known as SMART.
Through performance management, all employees can track their work progress against the goals defined.
You can follow the below methods to create a constructive performance evaluation process and to communicate with employees.
The following Key Processes are streamlined through Performance Management:
What is performance management?Performance management is an analysis of the performance of employees by constant communication between employee and supervisor or management.
This whole cycle includes identifying and setting goals, discussing expectations, giving continuous feedback, and then reviewing outcomes.
Performance management is a continuous process not once a month or year task.
This cycle has four phases.
Planning( setting goals and objectives), Action(employees act on their goals while managers guide them), Tracking (Managers coach employees and track their progress), Review (Final assessment of the performance of employee round the year).
A final meeting at the end of the year, this traditional approach of one a year meetings can be very frustrating and unproductive.
