Based on your experiences, as well as the chapter information, what are some good “rules of thumb” for conducting successful performance appraisal interviews?
Your discussion is to be submitted in 12-point Times New Roman font using APA format with a minimum of two sources
Students are required to post their primary response (200 word minimum) by Thursday midnight. Students will respond to at least 2 other postings (150 words minimum each)
1st student response :(Narendra0
Execution examination is an assessment standard utilized by a firm to evaluate the presentation of the laborers. This is a fundamental procedure for the association as it enables the directors to assess the limit of their laborers and the focuses that should be rectified (Drucker, 2012). The procedure is likewise fundamental to the laborers in that it causes them investigate the odds of self-advancement after which they may think about approaches to improve their profitability.
In spite of the fact that I have never led a presentation evaluation, I can apply the course readings and the encounters from companions about what establishes a fruitful execution examination. Clench hand, the presentation evaluation meetings must be unprejudiced (Getnet, 2014). The evaluation procedure ought to be to benefit the firm and not an instrument to uncover a few representatives as non-entertainers. The administrators or individuals directing the evaluation ought not have any shrouded sick thought processes.
An effective exhibition examination meeting ought to be as clear and exact as could be expected under the circumstances. It ought to have unmistakably characterized destinations and agendas that are to be utilized. This keeps the procedure from losing its concentration and encourages the respondents to comprehend the significance of the entire procedure.
Those leading the exhibition evaluation procedure should show elevated levels of mental fortitude and respectability. The inquiries posed ought not seem ambiguous to the respondents however rather, should make the laborers put more trust all the while (Linna, 2012). The sign of fearlessness serves to show the certainty of the association in the entire procedure and furthermore exhibits its earnestness. In conclusion, the meeting ought to be led in a set course of events and in a strategy that is reasonable and known to every one of the laborers. This will improve the viability of the procedure.
Linna, A., Elovainio, M., Van den Bos, K., Kivimäki, M., Pentti, J., & Vahtera, J. (2012). Can the use of performance appraisal interviews change organizational justice perceptions? A 4-year longitudinal study among public sector employees. The International Journal of Human Resource Management, 23(7), 1360-1375.
2nd student response :(pranav)
Managing workforce is very important for all the organizations. It generates best outcomes from the employees. Most of the surveys conducted reveals that workforce development contributed to the growth of the business. (Beer, 1981). Managing workforce might be tricky particularly during the times of performance appraisal cycles. The reviews might impact in a negative way too as sometimes employees might not be satisfied with the performance reviews and at the same time managers also consider it overhead to their regular work. Organizations generally implement their strategic plans through organization structure and unsatisfied employees and managers may not like to involve in achieving organizations goals especially after the unsatisfied performance review. (Silverman, 1984). So, it is very important and critical to conduct performance appraisal interviews with utmost care and should follow industry standards to complete the discussion in a good note. By following the certain thumb rules, one can make a performance review a successful one. Be prepare before going for performance review. Conducting performance review is much more important that what we generally think, and it should be done carefully and it will be achieved by perfect preparation. Before taking the interview prepare the notes about the employee, his achievements and goals set for him. Search and keep the mails ready which can be give you the key achievements or escalations about the employee. Talk only facts and don’t get carried away by emotions or opinions. Make sure you have list and supporting materials about employee before taking about them. Build a development plan for the employee and a good communication with employee helps in understanding and setting up new goals for next appraisal cycle. (Kuvaas, 2011).
Beer, M. (1981). Performance appraisal: Dilemmas and possibilities. Organizational Dynamics, 9(3), 24-36.
Silverman, S. B., & Wexley, K. N. (1984). Reaction of employees to performance appraisal interviews as a function of their participation in rating scale development. Personnel Psychology, 37(4), 703-710.
Kuvaas, B. (2011). The interactive role of performance appraisal reactions and regular feedback. Journal of Managerial Psychology, 26(2), 123-137.