Performance Management Essay Example | Topics and Well Written Essays - 1250 words

Performance guidance - Essay ExampleAssessment Center Technique that uses interviews, tests, simulations, games, and observations to evaluate an individuals potential. My departments appraisal is based on the work measurement system that uses graphic scales. This is one of the most popular act appraisal systems. Typically the handler can choose one of the five degrees for each criterion. The selection of the criteria to be measured can be centered on subjective factors (such as initiative and dependability) and/or on objective factors (such as tint and quantity of work). Advantages of the Graphic Scales This kind of performance measurement is quick to develop It is very easy to accord since grading is easy. It can be used easily across a number of employees for comparison. Disadvantages of the Graphic scales at that place is non much depth in the assessment standards. at that place is a probability for a discriminate effect, that is an average employee following an outstand ing employee may be rated as unforesightful, an average person following subsequently an employee with a poor rating may be stratified excellent There might be a friendship bias, meaning a positive form of leniency where a manager grade an employees perform better than it actually is based on his personal relationship with him. A central design where the managers tend towards the middle of the rating scale. A positive/negative halo when the appraiser tends to rate performance either at one extreme or another. Positive/negative leniency when the manager seems to overdo the swing towards better or worse performance. Ambiguity in the interpretation of scales by the manager causes poor rating. Impact on employees The performance appraisal is conducted fairly and with an open mind often has a positive... There is a probability for a contrast effect, that is an average employee following an outstanding employee may be rated as poor, an average person following after an employee with a poor rating may be graded excellent When the appraisal is executed fairly and squ arely, the employee comes away happy with the rating he received. Mostly, better ratings are linked to rewards and incentives commonly the raise he is eligible for the next year and most employees look ship to it. It overall improves his morale and motivates him to better his performance and hence makes reaching his goals and objectives easier. Even in areas where he has not met expectations and received a low rating, a capable appraiser is able to create reassurance in the employee of prospective performance and growth. Often, the appraiser and the appraised know each other well due to working side by side on a daily basis. When the given rating does not appeal to the employee, it paves the way for a lot of tension between the employee and management.