Performance Appraisal Assignment - 1309 Words | Internet Public Library
The main role of appraisals is to maintain organizational performance, as well as the individual performance in order to identify the main issue within the organization. CIPD research (2009) showed that more than 80% of HR practitioners carry out performance appraisal which indicates that half of those people are actually satisfied with the results. Redman & Wilkinson (2009) specified that it’s not recently that studies have explicitly focused on performance issues and the data has been available and shown a positive relationship between the presence of HR practice and organizational performance in other words
Paul J Meyer quoted “Communication - the human connection - is the key to personal and career success”. It is noticeable…show more content…
Recent research suggested that “over a third of UK workers (37%) believe appraisals are a waste of time and do not contribute towards their personal career development at all”. The research also noted that while a third of employees dedicate one-day work a year to appraisals, many see it as a pointless exercise Newcombe.T (2012). This is because most employees now feels like they are not benefiting from appraising their own…show more content…
The appraisal process will help the employees learn just what it is that the organization considers to be superior. And now that most people want to be seen as superior performers, a performance appraisal process provides them with a means to demonstrate that they actually are. Performance appraisal encourages employees to avoid being identified as inferior performers.
Encouraging Coaching and Mentoring: Coaching is an informal approach to an individual’s development based on close relationship with another person who is of expertise to company thus acting as an immediate manager Brockbank & McGill (2006). Managers are expected to be good coaches to their team members and mentors to their employees. Performance appraisal identiﬁes the areas where coaching is necessary and encourages managers to take an active coaching role. Whitmore (2009) pointed that coaching is a continuous occurrence in an organization. Coaching enable employees to improve their performance and motivation through ongoing dialogues with the coach as a result strengthening relationship which reinforce comment amongst employees and the organization due to a favourable working environment Passmore (2010). CIPD (2012) conducted a research based on coaching which showed that about 43% of organizations used coaching to improve poor performance,
Julia Stewart Penchant
Stewart’s penchant for inviting feedback from her employees highlights her understanding and utilization of the Performance Improvement Cycle (Kreitner & Kinicki, 2013). An organization’s culture often dictates if employees have a voice in matters pertaining to their jobs. Employees who have a voice feel empowered. Perceived powerlessness reduces effort and creativity and increases job dissatisfaction. Working in an environment where employees do not fear being fired for making a mistake, but know that they have the space and the resources to learn from those mistakes to improve themselves is a recipe for a committed and productive workforce (Wilson, 2008).
When they make this decision, a final payment is made to the agency per their original agreement, and the employee becomes an official member of the staff. Over 90% percent of businesses hire staffing services to locate their employees. This indicates that there is a real need for what a temp agency or human resource consulting firm has to offer. If you are looking for a temp agency that will provides a wealth of experienced and qualified workers, then be sure to do your research. Some human resource consulting firms are better than others at supplying reliable employees.
She listen to her employee needs to have them satisfied with the job. Moreover, she invests on her employee by train them and improves their skills to have a better performance. I believe that Indra is a democratic leader because she likes to share ideas, make decision, and problem solving with her employee.
1.3	– Describe the behaviours and characteristics of an effective workplace coach Here I am going to outline some of the important characteristics and elements which will enable all coaches to effectively facilitate coachees in order to achieve their goals. Listening Good listening skills are imperative; indeed, all-round communication skills are a must.
As in turn those employees will one day become the trainers when they have mastered each skill and duty of their job. I believe that overlearning will help achieve this. Employees should observe other behaviors, have a can do attitude and be able to manage their own behaviors. It will establish a sense of trust and acceptances from employees. It is also important to figure out what keeps them motivated to maintain their morale.
More about Performance Appraisal Assignment