Performance Management and Employee Appraisal – Coursework Example

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The paper "Performance Management and Employee Appraisal" is an engrossing example of coursework on human resources. Employees should see appraisal as a key part of the performance management system, designed to make employees get in tune with the developments in the business. It also allows employees and teams to be managed effectively to achieve a high level of organizational achievement through performance. It also encourages people to link their performance to the objectives of the company and respond to increased competition within their industry. Assessing AchievementsGood business practice demands that the employer take time to consider whether or not the business is achieving the set goals, preferably through discussion and dialogue with other managers, and to discuss new goals that need to be addressed in the financial year.

This may be caused due to changing circumstances, changes in how the business is run, staff changes that bring different responsibilities and other possibilities (WERNER, 2009:337). Best Appraisal ApproachesThe appraisal will work best if the appraiser has received some training in how to conduct, and effectively document both the appraiser and appraise, and to set down the key issues for each.

Often a form may be completed by staff members before the appraisal and subsequent agreement to the content of the appraisal document. Setting GoalsTypically, some documents may ask staff members to consider their objectives in terms of the coming period and thus make proposals for what they might achieve. What support might be required and the resources to be used. At this juncture, the acronym SMART is a useful tool that may be used. In other words, the objectives should be Specific, Measurable, Achievable, Realistic, and Time-bound.

In rapidly changing companies, some urge that setting long-term goals could be counter-productive, and staff leaning on out-dated goals can bring harm to the company’ s progress. Detractors to SMART, use the acronym DUMB-Defective, outdated, misdirected, and bureaucratic. TrainingTraining is another important aspect of appraisal in terms of training and development requirements. This is because new situations arise, organizations change directions, technologies change directions and the available skills also change. This brings about the need for training.  


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