Performance Appraisal
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Performance Appraisal
University of Phoenix
HRM/531
March 31, 2010
Performance Appraisal
During the selection process, candidates were selected mostly based on experience, customer service, sales mentality, and leadership qualities. The next step is to provide confirmation that the chosen candidate is actually the best fit for the organization. This process is done by completing a performance appraisal on a particular employee. Performance appraisal is typically done once a year to identify and discuss job-relevant strengths and weaknesses of individuals or work teams (Cascio, 2005). A performance appraisal provides feedback from both the supervisor and the employee and allows a clearer understanding of where the concerns are and what goals were met.
Evaluation and Development
An advantage of performance appraisals is that it evaluates how the employee is performing and provides feedback on areas that need improvement. Training is only needed the first few weeks where most everything is taught interactively through observation and concrete experience. Mentors become educators and are viewed as a safety net or go-to person for newcomers. However, around the third month after hire, the employee is expected be familiar with policies and procedures and complete a job on their own without constant supervision. Mentors are not depended on as much and are called upon occasionally.
A performance appraisal also describes what area of development needs improvement. These obstacles are viewed as areas of concern that may hinder job performance. Providing employee awareness of what needs improvement will assist in meeting desire expectations and create a path toward mid to upper level advancements.
At InterClean, we strive to provide constant communication and evaluation and encourage promoting opportunities to those employees that exhibit leadership qualities, abilities, and desires.
The Communication Process
The process of feedback...
University of Phoenix
HRM/531
March 31, 2010
Performance Appraisal
During the selection process, candidates were selected mostly based on experience, customer service, sales mentality, and leadership qualities. The next step is to provide confirmation that the chosen candidate is actually the best fit for the organization. This process is done by completing a performance appraisal on a particular employee. Performance appraisal is typically done once a year to identify and discuss job-relevant strengths and weaknesses of individuals or work teams (Cascio, 2005). A performance appraisal provides feedback from both the supervisor and the employee and allows a clearer understanding of where the concerns are and what goals were met.
Evaluation and Development
An advantage of performance appraisals is that it evaluates how the employee is performing and provides feedback on areas that need improvement. Training is only needed the first few weeks where most everything is taught interactively through observation and concrete experience. Mentors become educators and are viewed as a safety net or go-to person for newcomers. However, around the third month after hire, the employee is expected be familiar with policies and procedures and complete a job on their own without constant supervision. Mentors are not depended on as much and are called upon occasionally.
A performance appraisal also describes what area of development needs improvement. These obstacles are viewed as areas of concern that may hinder job performance. Providing employee awareness of what needs improvement will assist in meeting desire expectations and create a path toward mid to upper level advancements.
At InterClean, we strive to provide constant communication and evaluation and encourage promoting opportunities to those employees that exhibit leadership qualities, abilities, and desires.
The Communication Process
The process of feedback...