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Performance appraisal objectives might include analyzing employee attendance, job knowledge, initiative, relationship with coworkers, and job quality. They basically measure whether an employee met individual performance goals that mirror performance appraisal objectives of the company. One common objective of an employee evaluation might determine if a salary increase or merit award is appropriate.
Job reviews typically occur once a year to set performance appraisal objectives and goals for the following year. Managers hold formal meetings with staff members to discuss which objectives were met and where employees fell short. This is an opportunity for supervisors to address weaknesses and areas for improvement. It also offers a chance to reward employees who met objectives of the company.
These goals might include increased profits, customer retention, or the development of new clients. An employee might prepare for the review by bringing documentation to show he or she met performance appraisal objectives. This documentation might show how an employee met company goals throughout the year. A record of accomplishments might also help address unwarranted criticism in the employee evaluation.
It is generally accepted in the business world that performance appraisal objectives must be measurable, specific, and realistic. Employees should clearly understand what is expected of them and how their performance benefits the firm. If performance is not tied to salary increases, employees should understand the company policy on raises and the purpose of annual performance reviews.
Management personnel typically determine if performance appraisal objectives aim to reward or correct employee behavior. They also identify training programs needed to help employees meet defined goals and make objectives meaningful. Open communication, especially when parameters of the job review process change, helps ensure workers understand reasons for evaluations.
Some companies include the employee in the process used to set goals. This gives each staff member a chance to discuss personal circumstances that might hinder success. For example, an employee dealing with a critically ill parent might want to discuss attendance goals. Problems with a difficult coworker might also affect the worker’s attitude about the job. He or she might suggest training methods used to improve performance and the benefit or lack of benefit of these programs.
Some companies use performance appraisal objectives to increase the volume of production and improve profits. Goals set for individual employees might allow them to use initiative to devise ways to increase production without sacrificing quality or accuracy. Managers might set goals for an individual project and review performance upon completion.
I think that the management by objectives performance appraisal is one of the more effective performance appraisal examples because not only do supervisors give goals and objectives to their staff but they also evaluate their performance on a frequent basis and gives raises based on how well they performed.
This performance appraisal technique is really focused on the end results not the method of achieving the results. It gives the employees some freedom to determine how to achieve the stated goal.
For skilled employees with a lot of experience, this performance appraisal method can be a blessing.
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