The Performance Appraisal Meeting and Performance Diagnosis - PowerPoint Presentation Example

(Slide The Performance Appraisal Meeting and Performance Diagnosis (Slide 2) Performance Management Performance management is vital in analyzing the output of employees to ensure that the workers perform to their capabilities. The concept may also constitute the performance appraisal meeting in where managers and employee discuss employee performance, document progress, apply problem-solving process to overcome problems in the present and future. (Slide 3)ACME Organization ManagementACME is an organization has been in the front line to identify the capabilities of each employee by conducting performance management plans.

It also provides timely feedback after evaluating the employees mostly by checking whether they have accomplished their goals but only after a year. Effective performance management in ACME is illustrated under the leadership of managers who apply various techniques in dealing with performance management. If performance management is treated as a complete system not leave any parts, and if there is success with performance planning and ongoing performance communication, there can almost be guaranteed success during the performance meetings. (Slide 4)ACME Organization ManagementThere are two reasons for this: First, the employee will understand appraisal process is a partnership.

Second, there will be no surprises in the appraisal meeting (Bacal, pg.102). During the appraisal meeting the most crucial tasks for the managers is to evaluate and relate the output of the employee with their targets. The managers carry out a regular overview of the progress of each employee in relation to the tasks assigned to the employee. In return, the management expects each employee to meet the set goals in their working area, and this ends up being a collective objective that can enhance an organizations success.

During the appraisal meeting, the manager should take on role of helper, problem solver, rather than evaluator, employee is in partnership and is a self-evaluator, employee should understand what to expect, in terms of content and process, manager should treat meeting as important, and most importantly, both manager and employee should understand why of the appraisal. At ACME Healthcare Inc. there seems to be a need to integrate the need to prepare the employee for the appraisal meeting without a conversation of what is expected.

Managers should let the employee understand purpose of meeting.(Slide 5)Performance DiagnosisPerformance Diagnosis is the process that should be used with an employee to determine the causes of his or her success and/or difficulties. Performance is affected by the interaction of the work environment and the individual, and not by one or the other alone. (Slide 6)ACME Healthcare Inc. Performance Diagnosis StepsACME Healthcare Inc. should consider the Performance Diagnosis Steps. These include becoming aware of a performance gap.

Identify the nature of the gap and its seriousness. Identify possible causes of the gap, both system related and employee related. Develop an action plan to address cause of the gap and Implement the action plan. Evaluate whether the problem has been solved, and Start over, if necessary (Slide 7)Conclusion In conclusion, ACME Healthcare Inc. should prepare employee for the appraisal meeting, and soon after arrange a follow up meeting so to tie any loose ends and/or schedule next years performance planning meeting.

They should not only seek to evaluate employees’ performance, but should also seek to get feedback from them regarding what they think about their performance and the challenges they may have. Managers should also assist employees work on their weaknesses rather than focus only on resources that employee might not use. The company’s top management should also evaluate the performance of mid-level managers to ensure their departments meet the company’s target.(Slide 6)ReferencesBacal, Robert.

Performance Management. New York: McGraw-Hill, 1999. Print.