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Appraisal process/Performance development plan

August 5th, 2010 by Sharn Rayner
Effective performance management is essential to ensure that a business is operating effectively and is on track to achieve strategic goals. Performance management relies on a clear understanding of what performance standards are expected, what are realistic and which are based on the requirements of a particular job.
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Purpose

  • Aim is to identify weaknesses and strengths as well as opportunities for improvement and development
  • Key to process – evaluation system (identify the performance gap, if any.  This gap is the shortfall that occurs when performance does not meet the standard set by the organisation as acceptable )and feedback system (informing the employee about the quality of his performance, also an opportunity for employees to give feedback)
  • Employee viewpoint – tell me what you want me to do; tell me how well I have done it; help me to improve my performance; reward me for doing well
  • Organisational viewpoint – principle of accountability; alighnment of responsibility and accountability
  • Remember to encourage discussion; constructive intention (important for employees to recognice that negative appraisal feedback is provided with a constructive intention to help them overcome present difficulties and to improve their future performance)
  • Set performance goals – employee moitivation – stimulates effort, focuses attention, increases persistence, encourages new ways of working

Benefits

  • Motivation and satisfaction; training and development; recruitment and induction; employee evaluation

Appraisal Meeting

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About the author

Sharn Rayner's picture
Sharn Rayner
Pod Consulting Limited
http://www.podconsulting.net.nz

I began my career in sports development, leisure management, training and coaching. Since then I have developed my skills to focus on working with businesses in the areas of facilitation, organisational development and human resources.

I work with the team to develop and implement the best and most appropriate human resource and organisational development practices – ensuring that businesses we work with improve employee performance, productivity and ultimately through enhanced processes and planning, profitability.

I am a member of the Human Resources Institute of New Zealand (HRINZ). I have a BA Honours in English Literature, a Post Graduate Diploma in Sports Development and training in all aspects of employee selection (including psychometric interpretation, structured interviews, assessment and development centre exercises, assessment design and facilitation, increasing productivity through 360-degree surveys, team-building, career guidance, leadership training, culture and climate surveying, job analysis, competency modelling and human resource metrics). I am currently undertaking a Graduate Diploma in Human Resource Management.

Auckland