Human Resources Management – Training and Development The importance of applying proper appraisal method towards companys employees can hardly be overestimated. Only having highly qualified personnel can guarantee such company remaining competitive. As practice shows, the employees efficiency tends to decline if theyre not being appraised on regular basis. There are two ways of such employees appraisals that are being used now formal and informal ones. The disagreement between Jennifer and Mel over what method would be the best to use to evaluate companys personnel, is truly representative in this respect. Mel thinks that wasting time on formal appraisal is intolerable, since he believes that LearninMotion has other priorities that need to be attended first, such as boosting companys sales.
Jenifer is strongly in favor of using more formal approach, when employees appraisals are given to them in printed form and when there are certain requirements towards increasing efficiency of their work. On the surface, Jenifers arguments have validity. Nevertheless, it has to be remembered that personnel efficiency also depends of what kind of working environment is established in every particular company. Many social studies prove that maintaining a team spirit between employees, contributes like no other factor for increasing the effectiveness of every commercial enterprise. If Jenifers suggestion is accepted, itll inevitably lead to the situation when LearninMotion workers would feel increasingly alienated from each other. This, of course, will not benefit company as a whole.
The Essay on Employee Appraisals Respondents Disagree
Appraisals provide companies with vital information needed to evaluate an employee's current or past performance relative to his or her performance standards. An appraisal process therefore involves setting work standards, assessing the employee's actual performance relative to the work standards, and providing feedback to the employee with the aim of motivating that person to eliminate ...
Still, the worst about formal method is the fact that the appraisal of employees might turn into purely formalized procedure. Members of personnel might simply learn about what principles are used to evaluate their performance and if these principles are not being continuously altered, employees will just take an advantage of the fact that they know appraisals techniques The Mels position is more appealing, in this respect. He rightly suggests that when it comes to evaluating employees performance, there is no need to indulge in formalism, as it will considerably reduce companys managerial flexibility. Formal appraisals do not guarantee that managers get a clear picture of every employees efficiency. As it appears from the case, very often employees traits are included in wrong category, upon conducting appraisals. As a result, companys managers will have to waste time on conducting more appraisals and there can always be found a reason, on the part of worker, to oppose to the results of such appraisals.
The logical consequence of this will be the increased complexity of worker-employer relationships. If Mel method of informal appraisal is deployed, itll create a healthy working atmosphere, which is very important for the companys effective functioning. The conducting formal appraisals will require hiring professionals to do the job; this will lower companys margins along with getting its structure more bureaucratized. Nevertheless, formal appraisals might come in handy in situations when companys workers are not required to work as a team. But even then, the appraisal will have to be totally deprived of any irrational questions, when all that matters is quality of employees performance. In my opinion, the best appraisal method for the position of salesperson would be the management by objectives (MBO).
Some elements of graphic rating scale would have to be included there too.
The position of salesperson on todays dynamic market requires person to have strong psychological skills. Statistics show that about 40% of all sales in American retailing stores are done through deploying certain psychological techniques, which are used to convince people to buy things that they often dont even need. Therefore, the appraisal of salesperson must include the evaluation of his interpersonal skills. Still, the most important factor in such appraisal is going to be salespersons ability to sell goods. There should be a minimum sales requirement set for every individual and it has to be made clear to the sales person that his performance is going to be evaluated every month. Also, his performance needs to be included in graphic rating scale, so that every employee can see that the major factor upon which his salary depends, is his efficiency and not any other. I suggest that the following form is to be used for the appraisal of salespersons: Name Efficiency rating (the amount of sales per month) Interpersonal skills rating (rated from 1 to 10) Presentability rating (from 1 to 5) Ability to work as a team member rating (from 1 to 5) Ingenuity rating (from 1 to 10) Willingness to put extra effort in work rating (from 1 to 3) The improvement rating (calculated in percentage every month) In order to achieve a grater degree of accuracy in evaluating employees performance, their professional effectiveness needs to be also compared with each others.
The Dissertation on A Study on Job Satisfaction Level on Employee’s Performance at JUPEM Negeri Sembilan
INTRODUCTION 1.1Background of the Study Employees are a valuable corporate asset that must be managed by the company in order to provide optimal contribution. One of the things that should be the primary concern of the company is the job satisfaction of their employees, because the employees in the work they do not feel comfortable, under-appreciated, cannot develop all their potential, then ...
For this, a graphic rating scale method would have to be used. The second part of appraisal form has to include salesperson performance score in its relation to the scores of other employees: Employee overall rating (calculated in percentage) Employee current efficiency position Recommended promotion rating The employee appraisals have to be conducted by people that cant be influenced by non-professional factors. If company decides to use such appraisals to evaluate its employees, it will have to eliminate any chance of appraisal results getting distorted.
The Essay on Performance Appraisal Employee Expectations Job
... addressed as noted in the performance appraisal. web Performance Review Process Employee's Name Department Supervisor's Name Review PeriodScaleE = Exceptional: Performance well exceeds expectations and is ... by the team. Dependability. scale. - These ratings describe the level of performance of the individual employee compared to a job description and standard ...
Bibliography:
Benefits of Appraisal (2000) Archer North Performance Appraisal System. Retrieved January 17, 2005 from http://www.performance-appraisal.com/benefits.htm.
