Performance appraisal - Essay Example

Performance appraisal Performance appraisal may vary from one concern to another that it does not necessarily have to follow a general protocol. Butappraisal is a performance feedback given on a regular basis at the end of specific months. No matter how big an organization is, it is the prime duty of an employee to realize his position in a company and his goals. To make a worker realize his responsibility is the duty of that organization. One gets paid for one’s performance which is known as ‘pay for performance’ in a corporate world.

An organization can decide the wages for an employee based on the performance appraisal, the ratings of which ranges from inter-personal skills, technical skills and various other assets. While one of its functions being wage increment, the other is to determine if the tasks given for a team is being carried out in a timely fashion and appropriately. This has a positive impact on growth of the organization and in finding out areas that require bigger improvement. Organizations prefer having a performance appraisal once in every 3 to 6 months to determine increments in wages.

This illustrates how dominant a performance appraisal is in superior firms especially in Multinational Corporations where more than a million employees work with analogous qualifications. It is not essential that appraisals are meant to be positive. Rather a pessimistic feedback in an optimistic style can foster perfection in the employee. Different categories of performance appraisal include general, technological, manager, employee self-assessment, and Project evaluation appraisals of which general appraisal is an overall feedback about how far the team has completed an assigned project with all the requirements met properly.

An outlook on technical proficiency of an employee with his specialization set right is what technological appraisal focuses on. Manger and self assessment by employee are much alike excluding the fact that their name portrays and project evaluation is a rating given at end of each project. Apart from the fact that Behavioral anchored (BARS) method for depicting the appraisal is easiest of all methods, it appears to be the best way to make feedback seem more non-transparent and polished. The ratings range from 5-1 in the order of exceptional performance, excellent performance, fully competent performance, marginal and unsatisfactory performances.

Works Cited “Performance Appraisal” Available from http://www.managementstudyguide.com/performance-appraisal.htm