In addition, it provides the foundation for behaviorally based employee counseling.
In the counseling setting, performance information provides the vehicle for increasing satisfaction, commitment, and motivation of the employee.
This approach not only motivates current performance but also assists the recruitment of current employees as qualified candidates for future positions (Barr, 1993). Reasons why need to be done Benefits of productive performance appraisals.
- Employee learns of his or her own strengths in addition to weaknesses. - Employee is an active participant in the evaluation process. Holding the employee responsible for the impact of factors beyond his/her control. Failure to provide each employee with an opportunity for advance preparation (Maddux, 1993). Legal Implications Any performance appraisal system used to make employment decisions about a member of a protected class (i.e.
Both the supervisor and employee should recognize that a strong relationship exists between training and performance evaluation (Barr, 1993).
Each employee should be allowed to participate in periodic sessions to review performance and clarify expectations.
Performance appraisals are one of the most important requirements for successful business and human resource policy (Kressler, 2003).
Rewarding and promoting effective performance in organizations, as well as identifying ineffective performers for developmental programs or other personnel actions, are essential to effective to human resource management (Pulakos, 2003).
Both the supervisor and the employee should recognize these sessions as constructive occasions for two-way communication.
Sessions should be scheduled ahead of time in a comfortable setting and should include opportunities for self-assessment as well as supervisor feedback.