Employee’s performance in an organization is very paramount in determining the position of the organization in the market. For the organization to consistently conform to production standards, the organization management must ensure that the employee’s performance is consistent and is up to the stipulated standards needed. There are various ways in which the managers can achieve this objective; conducting staff appraisal to evaluate and measure performance is one of this means. Employee’s evaluation is a process where the organization managers or the supervisors in charge of employees examine their work and compare it to the set standard, have the result of the comparison documented and lastly, provide a feedback to that employees on his/her performance result (Brown et al., 2010). An appraisal is done based on evaluation form which has necessary and well-designed weighty components.
Basic employee information
This is an introductory part of the appraisal form. This components document the employee’s full name. The employee’s job title is also included, where in our case, the job title is Human Resource Management (HRM). The department where the employee is based is also inclusive in this part. Others are date, and the period the employee has been in the organization. Omission of this component may make the appraisal form worthless.
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Accountabilities, objectives, and standards
In this component, the employee’s duties as a HRM as well as his/her accomplished tasks in this field are evaluated against the standard’s duties. The HRM’s ability to complete task and be accountable for the task is given attention. Also, the kind of the prioritized objective by the employee is evaluated whether they have been realistic, achievable and they conform to the standard goal in this field. In case omitted, the employees’ direction in terms of performance may not be known.
Competencies and Indicators
At this point, the capability and the ability of an employee to carry out the responsibilities of a human resource manager with minimal error are given focus (Bernardin & Wiatrowski, 2013). The employee performance on some critical human resource responsibilities is measured. For instance, the degree of employee’s job understanding and mastering of the task, the employee's capability to initiate routine tasks with minimum supervision and the habit of keeping up to date with job requirement and responsibility.
Also, the employee’s communication skills, as well as technological skills, are also given attention. These are inclusive of the employee’s expressive, use of verbal and none- verbal cues. Others are employee’s excellence in computer technology such as in E-mails and memos writings, typing, printing, power point presentation and other computer basics. Lastly, under this component, the employees working relationship with the other staffs is given attention, and compared to expected standard. Omission means that employee conformity to the job is on darkness.
Developmental achievements
The employee’s performance as HRM and some of the significant and notable achievements within the department or within his / her working environment are evaluated and compared to what actually is expected of him/her as a human resource manager in charge of that organization. For instance, the employee’s aggressiveness and initiative to seek out a task without supervision, the goals set and successfully achieved within the working environments and many others (Thurston & McNall, 2010). The omission of this component may not make it possible to grade employee based their track records.
Developmental needs, plans, and goals
In this component, the kind of targets which are set by the employees, their initial plans for the departments, the necessity for an improvement to match the set standards in the organization are given attention. The level of employee’s focus may not be evaluated incase this component is not given attention.
Stakeholder input
One of the groups that form part of key decision making individual in an organization is stakeholders. They have to evaluate their employees regarding their expectation based on the company’s objectives, goals, and plans. In this component, their comments on the employee’s performance are recorded. Their omission means that inclusive decision making is not considered.
Signatures
After the completion of the entire form, the employee signs to ascertain the information given. Alternatively, the supervisor and other counterparts also sign after verification and comparison. Exclusion means that entire document has no trust.
References
Brown, M., Hyatt, D., & Benson, J. (2010). Consequences of the performance appraisal experience. Personnel Review , 39 (3), 375-396.
Bernardin, H. J., & Wiatrowski, M. (2013). Performance appraisal. Psychology and Policing , 257.
Thurston Jr, P. W., & McNall, L. (2010). Justice perceptions of performance appraisal practices. Journal of Managerial Psychology , 25 (3), 201-228.
