appraisal

• Why must employees participate in the appraisal system?

  To discuss problems and improve performance
• What is self-assessment in the appraisal process?

  • Critical reflection on performance
  • Recording progress
  • Suggesting future targets
• What is the main benefit of self-assessment?

  Encourages self-reflection on performance
• What does peer assessment involve?

  Employees commenting on a co-worker's performance
• How does peer assessment benefit employees?

  Helps employees learn from each other
• What is a 360 degree appraisal?

  Feedback from multiple relevant sources
• Who can provide feedback in a 360 degree appraisal?

  Fellow workers, managers, customers, suppliers
• What is the purpose of discussion themes in appraisals?

  To explore different perspectives on appraisal effectiveness
• What is the principle of effective Human Resource Management regarding staff appraisal?

  Regular appraisal by direct line managers
• How often should staff appraisals occur?

  Every six months or annually
• What aspects are analyzed during staff appraisals?

  Performance against targets and training needs
• What are some measures of performance in staff appraisals?

  Complaints, performance of subordinates, budget management
• What can be set during a staff appraisal interview?

  Bonus earnings and career prospects
• What are the arguments for and against staff appraisal?

  Supporters argue that it:

  • Motivates employees
  • Improves performance
  • Identifies training needs

  
  

  Critics argue that it:

  • Causes workplace tension
  • Puts pressure on employees
  • Concentrates power in line managers
• What can happen if staff problems highlighted in appraisals are not followed up?

  Demotivation can quickly occur
• What must appraisal systems be based on for success?

  Clear criteria and agreed targets
• Why is manager training important in appraisal systems?

  To effectively solve performance-related problems