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Ten Tips For Creating A Terrific Employee Appraisal System

Face the facts: Creating a new performanceexpected of all organization members should
appraisal system is a difficult undertaking.be included, described and assessed. If your
Its even more difficult if the organizationmission statement isnt clearly visible in the
doesnt have a logical, well-tested,performance appraisal system, cynicism will
step-by-step process to follow in developinglikely result. Values become real only when
their  new  procedure.people are held accountable for living up to
them.
Based on my experience in helping dozens of
companies create performance appraisalSix Assure on-going communication. Circulate
systems that actually work, here are ten tipsdrafts and invite users to make
that will help any company create a newrecommendations. Keep the development process
performance evaluation system that willvisible through announcements and regular
provide useful data and be enthusiasticallyupdates. Use surveys, float trial balloons,
supported  by  all  system  users.request suggestions and remember the cardinal
principle People support what they help
One Get top management actively involved.create.
Without top managements commitment and
visible support, no program can succeed. TopSeven Train all appraisers. Performance
management must establish strategic plans,appraisal requires a multitude of skills
identify values and core competencies,behavioral observation and discrimination,
appoint an appropriate Implementation Team,goal-setting, developing people, confronting
demonstrate the importance of performanceunacceptable performance, persuading,
management by being active participants inproblem-solving, planning, etc. Unless
the process, and use appraisal results inappraiser training is universal and
management  decisions.comprehensive, the program wont produce much.
And dont ignore the most important
Two Establish the criteria for an idealrequirement  of  all:  the  need for courage.
system. Consider the needs of the four
stakeholder groups of any appraisal system:Eight Orient all appraisees. The programs
Appraisers who must evaluate performance;purposes and procedures must be explained in
Appraisees whose performance is beingadvance and explained enthusiastically to
assessed; Human Resources professionals whoeveryone who will be affected by it. Specific
must administer the system; and the Seniorskills training should be provided if the new
Management group that must lead theperformance management procedure requires
organization into the future. Identifyingself-appraisal, multi-rater feed-back, upward
their expectations at the start helps assureappraisal, or individual development
their support once the system is finallyplanning.
designed. Ask each group: What will it take
for you to consider this system a smashingNine Use the results. If the results of the
success?  Dont  settle  for  less.performance appraisal are not visibly used in
making promotion, salary, development,
Three Appoint an Implementation Team. Thistransfer, training and termination decisions,
task force should be a diagonal slice of bothpeople will realize that its merely an
appraisers and appraisees from differentexercise.
levels and functions in the organization. The
implementation team is responsible forTen Monitor and revise the program. Audit
accomplishing the two major requirements forthe quality of appraisals, the extent to
a successful system. First, developingwhich the system is being used, and the
appropriate appraisal forms, policies andextent to which the original objectives have
procedures. Second (and the task too oftenbeen met. (One of the great advantages of an
overlooked) assuring a successful deployment.online performance appraisal system is that
all of these data are available
Four Design the form first. The appraisalinstantaneously.) Provide feedback to
form is a lightning rod that will attractmanagement, appraisers and appraisees. Train
everyones attention. Design the form earlynew appraisers as they are appointed to
and get lots of feedback on it. Dont believesupervisory positions. Actively seek and
anybody who tells you that the form isntincorporate  suggestions  for  improvement.
important. Theyre wrong. If youre designing a
new form internally, make sure it assessesA companys performance appraisal process is
both  behaviors  and  results.critically important. It answers the two
questions that every member of an
Five Build your mission, vision, values, andorganization wants to know: 1) What do you
core competencies into the form. Performanceexpect of me? and 2) How am I doing at
appraisal is a means, not an end. The realmeeting your expectations? Using these ten
objective of any performance managementtips will help you develop or select a system
system is to make sure that the companysto will give accurate and complete answers to
strategic plan and vision and values areeveryone.
communicated and achieved. Core competencies



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