appraisal

• What is the principle built into effective Human Resource Management regarding staff appraisal?

  Staff should be regularly appraised by their direct line manager.
• How often should staff appraisal meetings typically occur?

  Once every six months or on an annual basis.
• What is typically analyzed during a staff appraisal meeting?

  The staff member's performance against performance targets.
• What are some examples of tasks that an employee may be judged on during appraisal?

  Number of complaints, performance of subordinates, and management of budget.
• What additional topics are discussed during a staff appraisal interview besides performance measures?

  Training needs and career prospects.
• What are other terms used to refer to staff appraisal?

  Performance appraisal or performance management.
• What are the arguments in favor of staff appraisal?

  • Motivates employees
  • Improves performance
  • Allows setting of achievable targets
  • Identifies training needs
  • Identifies potential
  • Provides value from line managers
  • Enables achievable bonuses
• What are the criticisms of the staff appraisal system?

  • Can cause workplace tension
  • Puts pressure on workers to improve
  • Concentrates power in line managers
  • Managers may be ill-equipped or abuse power
• What conflicting roles can managers have in the context of staff appraisal?

  Managers can be both supporters and developers of staff, as well as responsible for reprimanding and disciplining them.
• What is essential for the success of staff appraisal in the workplace?

  Acting upon staff problems highlighted and providing feedback.
• What must appraisal systems be based on to be successful?

  Clear criteria for appraisal with set, agreed, and understood targets.
• Why is it important for managers to be trained in handling appraisal-related problems?

  To effectively solve problems that arise from poor performance indicated in appraisals.
• What should employees be encouraged to do in the appraisal system?

  To fully participate by discussing their problems and methods for improvement.
• What is self-assessment in the context of staff appraisal?

  • Critical reflection on one's own performance
  • Recording progress
  • Suggesting future targets
• What is the main benefit of self-assessment for employees?

  It encourages self-reflection on job performance and improvement.
• What is peer assessment in the context of staff appraisal?

  • Employees of similar responsibility comment on a co-worker's performance
  • Suggest methods of improvement
  • Helps employees learn from each other
• Why might peer assessment be considered less critical than manager appraisal?

  It may be softer and more constructive in nature.
• What is a 360 degree appraisal?

  • Feedback from various stakeholders
  • Includes self-assessment
  • Provides a complete picture of performance
• Who can provide feedback in a 360 degree appraisal?

  Fellow workers, line managers, junior staff, team members, customers, and suppliers.
• What is the purpose of a 360 degree appraisal in a business context?

  To help make decisions related to the promotion of individuals.
• What discussion themes are suggested regarding the effectiveness of line managers in appraising employees?

  • The best person to appraise an employee is the employee's line manager.
  • How performance appraisal can help employees in their job.
  • Possible dangers of operating an appraisal system.