Dominics Software Engineer - Assignment Example

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This paper highlights that self-appraisal is a key part of performance appraisal process because employees give feedback on their views and points regarding performance. This requires the help of a self-appraisal form where employees rate themselves on various parameters…
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Self appraisal is a key part of performance appraisal process because employees give feedback on their views and points regarding performance (Bradley, 12). This requires the help of a self appraisal form where employees rate themselves on various parameters, telling about their training needs, if any, their accomplishments, strengths, weaknesses and challenges faced. In today’s competitive world, high performance goals are essential. Self appraisal enhances individual employees’ performance, thus accelerating the growth of the best performers. Self appraisal encourages employees to act responsibly. Self appraisal encourages employees to focus on the job behavior only. It also reduces uncertainty in performance and enhances commitment to the job. When subordinates undertake self appraisal, they get an opportunity to analyze their job duties and key issues in the job that they handle (Bradley, 12). Self appraisal enables individuals to rate themselves. The focus of self appraisal may vary.
The self appraisal developed shall focus on cost control, communication, planning, training, delegating and decision making. Subordinates’ normally discuss their ratings with their superiors in order to get feedback on performance. The subordinates and the management normally converge to discuss the appraisal results. The structure of performance appraisals provides an opportunity for constructive feedback to employees, opening a window for reward and motivations. Traditional appraisal performance contains a few short comings. Such short comings can be shown through the one sided aspect of performance appraisals. Such appraisals normally involve a supervisor and a supervisee both of which have limited perspectives. Limited perspectives lead to insufficient amount of information that acts as a benchmark for judging performance. The appraisals only give qualitative or quantitative data but not both.
Quantitative appraisals only measures numbers like how many projects or how many people were on time. While this is useful, there might be other things to take into consideration. Qualitative parameters involve the completion of personal or professional goal and checkpoints showing how the supervisee performed (Murphy & Cleveland, 30). Evaluating the stories that happened over the previous years rather than looking at numbers and outcomes, may give a clear picture. On the other hand, such appraisals need to be carried once in a year, and the results usually influence salary adjustments’. The supervisees normally feel uneasy and experience anxiety when their review time comes up. However, having a more consistent feedback interaction between supervisees’ and management can help reduce the fear and anxiety wondering about a raise.
All employees including the management will go through the performance appraisal in order to improve organizational performance. In order to avoid errors in rating, 360 Degrees appraisal might be considered to augment the traditional performance appraisal. 360 Degrees approach involves the appraisee receiving feedback from named or anonymous people with useful views. The 360 Degrees feedback requires the provision of feedback on a form. The form shows job skills, abilities, behavioral and attitudinal criteria. The form also provides a scoring and judgment system (T. Rao & R. Rao, 22). The appraisee then evaluates himself using the same feedback instrument form.

Works Cited
Bradley, Lisa. The performance appraisal process: An examination of gender related effects. Brisbane: University of Queensland Press, 1996. Print.
Murphy, Kevin and Cleveland, J. Understanding performance appraisal: Social, Organizational and Goal Based Perspectives. California: Sage Publications, 1995. Print.
Rao, T. and Rao, Raju. The power of 360 feedback. Maximizing managerial and leadership effectiveness. New Delhi: Response Books, 2005. Print. Read More
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