Introduction: Performance management is a systematic process to achieve the organisational goals. It starts with identifying the strategic goals and objectives, planning the steps to be taken for achievement of these goals in agreement with the employee, measure the achievement of goals on a regular basis and review the actual results to identify areas of strength and weakness to further improve achievement of strategic goals (Luecke and Hall 2006).
Appraisal as a performance management tool: Appraisal is part of the performance management process which allows the supervisor to evaluate the actual results against target goals. Through this evaluation the supervisor can identify employee strengths and weaknesses in delivering efficient results. …show more content…
The benefits and drawbacks of performance appraisal are:
Benefits
Incentivise employees through an objective rating of their actual deliverables against plan
Helps identify areas for improvement with key action plans and dates to realise these …show more content…
However, his Divisional Manager feels otherwise and that his attitude with the team members will lead to service performance issues between long serving staff members and the Front office manager.
Given that large companies such as Microsoft, Accenture have decided to do away with annual performance appraisals, it would be prudent for the Divisional Manager to conduct performance review of Key result areas on a monthly basis for the Front office manager. The benefit of this approach is that the mature staff feedback can be shared on a regular basis and allow the front office manager to improve his communication and motivation skills handling the team without feeling disgruntled that his results have not been recognised due to the staff complaints to the Division
Appraisal as a performance management tool: Appraisal is part of the performance management process which allows the supervisor to evaluate the actual results against target goals. Through this evaluation the supervisor can identify employee strengths and weaknesses in delivering efficient results. …show more content…
The benefits and drawbacks of performance appraisal are:
Benefits
Incentivise employees through an objective rating of their actual deliverables against plan
Helps identify areas for improvement with key action plans and dates to realise these …show more content…
However, his Divisional Manager feels otherwise and that his attitude with the team members will lead to service performance issues between long serving staff members and the Front office manager.
Given that large companies such as Microsoft, Accenture have decided to do away with annual performance appraisals, it would be prudent for the Divisional Manager to conduct performance review of Key result areas on a monthly basis for the Front office manager. The benefit of this approach is that the mature staff feedback can be shared on a regular basis and allow the front office manager to improve his communication and motivation skills handling the team without feeling disgruntled that his results have not been recognised due to the staff complaints to the Division