Performance Appraisal
The eight points:
Defining performance expectations: This would be based on two levels if the employee exhibits both the score would be 100 %. The first level is Task Performance- is the employee’s performance aligned with the organizations strategic objectives and implementation plans are they reaching the targets and performing exceptional customer service. The second half to this is Contextual performance – is the employee’s indirect contribution to the organization in terms of improving the organizational, social, and physiological behaviours that contribute to organizational effectiveness, beyond those specified for the job. Are they a team player and willing to always help others?
Providing ongoing coaching and feedback: My managers are always observing staff and recording behaviour we will record positive and negative behaviour …show more content…
It would be hard to allow bias to enter the conversation, the evaluation is right there on paper. We would only evaluate on this and not personal relationships all tendency to favour an employee can not be present. This is business and unfortunately there is no such thing as friendship in business it is all about the success of the company.
Legal and ethical issues in performance management: Having accurate well documented performance records and performance appraisal feedback are necessary to avoid legal penalties and to defend against charges bias based on grounds prohibited under human rights legislation, such as age, sex, and so on. The ultimate goal of performance management and reviews is that employees and employers alike should have a fair and similar understanding as to an employees work effectiveness. By having my weekly evaluations in place any issues that may arise will, well before the annual performance
The eight points:
Defining performance expectations: This would be based on two levels if the employee exhibits both the score would be 100 %. The first level is Task Performance- is the employee’s performance aligned with the organizations strategic objectives and implementation plans are they reaching the targets and performing exceptional customer service. The second half to this is Contextual performance – is the employee’s indirect contribution to the organization in terms of improving the organizational, social, and physiological behaviours that contribute to organizational effectiveness, beyond those specified for the job. Are they a team player and willing to always help others?
Providing ongoing coaching and feedback: My managers are always observing staff and recording behaviour we will record positive and negative behaviour …show more content…
It would be hard to allow bias to enter the conversation, the evaluation is right there on paper. We would only evaluate on this and not personal relationships all tendency to favour an employee can not be present. This is business and unfortunately there is no such thing as friendship in business it is all about the success of the company.
Legal and ethical issues in performance management: Having accurate well documented performance records and performance appraisal feedback are necessary to avoid legal penalties and to defend against charges bias based on grounds prohibited under human rights legislation, such as age, sex, and so on. The ultimate goal of performance management and reviews is that employees and employers alike should have a fair and similar understanding as to an employees work effectiveness. By having my weekly evaluations in place any issues that may arise will, well before the annual performance