Report to your line manager on the changes to the appraisal system - Essay Example

In addition, the committee should set process-oriented goals rather result-oriented objectives. Besides, there should be clear communication channels between the supervisors and the employees. Other recommendation included instituting psychological appraisal systems that assess future performance potential. Moreover, the organization should institute a peer evaluation program that produces results for comparison with the supervisors’ results. Introduction Evaluation of performance is a primary feature of every organization.

Performance appraisal is an element of performance management that concerns with examining an employee’s productivity against set standards (Kandula, S. R. 2006, 32)). This is beneficial to both the company and the employee. The employee benefits in terms of professional development. This is because one learns of unique strengths and weaknesses that are responsible for particular levels of performance. In addition, the employee learns of the gaps that one should tackle in subsequent performances.

There are key objectives of this research. To begin with, it seeks to evaluate whether the organization’s goals can align with the employees goals during the performance appraisal process. . This system is less empirical as it involves mutual discussions with the supervisors and employees on performance. In this method, the manager sets specific, measurable, and reasonable goals with individual employee regarding one’s expectation of performance. The manager discusses with each employee while paying attention to notable factors.

To begin with, the manager considers the employee’s individual scenario. Individual scenario relates to the employee’s current position in the organization’s hiercahy. This suggests that the managers consider the tasks of the given employee in setting the goals. The manager, therefore, cannot set goals that exist out of the realm of one’s duties. In addition, the manager considers the limitations of an employee in performing certain tasks. This pays attention to the authority of the immediate supervisor and the unique jurisdictions that determine the behavior of the employee (Aswathappa, K.

2005, 167). Besides, the managers regard the level of skills of the employee. Since this is a continuous process, the past behavior and performance of an employee becomes a vital criteria in setting goals that reflect such deficiencies. Deficiencies refer to the gap between an actual past performance and the respective expected level of performance (Evans, D. 2001, 20). It is essential to have clear organization’s strategies in setting performance goals. Performance targets cannot only consider the employee’s situation because the organization has overall strategies that it wants to achieve through the employees (Kumar, R. 2011, 49).

The organization’s goals are set in terms of the long-term view and short-term annual goals. The