| To achieve the best from their employees and to | | | | one of the most common performance management |
| make the process of human resource management | | | | tools that is used by organizations. The appraisal, |
| truly useful, companies use various tools to manage | | | | usually done once a year, involves the recording of an |
| the performance of employees. There are various | | | | individual’s performance and potential during the |
| areas of human resource management that are critical | | | | year by the manager or departmental head. |
| to the performance of the organization in general and | | | | To make employee development really meaningful, |
| neglecting these means that the company might never | | | | one of the performance management tools used |
| achieve its objectives. | | | | today is coaching. Through coaching, the |
| Any new employee in an organization needs to be | | | | employee’s skills are developed and his or her level |
| given enough training before being assigned tasks. | | | | of knowledge increased. This results in improved |
| While learning is crucial for new employees, it is equally | | | | performance and aids in achieving the objectives of |
| important for old employees as changes in the way an | | | | the organization. |
| organization is being run need to be understood by all | | | | Closely related to coaching is the use of learning and |
| employees. For this reason, any forward-looking | | | | development to improve employee performance |
| company must have a system of continuous learning | | | | management. This involves getting the employee to |
| and human resource development in place. | | | | understand the processes of the organization in detail. |
| The personnel appraisal factsheets is one of the many | | | | To make the process really meaningful, organizations |
| tools in performance management. These have key | | | | try to make it as interactive as possible. By use of |
| performance areas and the manager grades the | | | | performance reviews, the employee is encouraged to |
| performance of the employee on their performance in | | | | suggest ways in which he or she would like to |
| meeting the objectives as set out in the appraisal form. | | | | develop. Moreover, when drawing a personal |
| Use of appraisal forms as a performance | | | | development plan, discussions about salary and past |
| management tool has been criticized as an irrelevant | | | | performance are kept out of the personal |
| and time-consuming process which does not deliver | | | | development plan. This enables the employee to |
| the desired result of improving employee performance. | | | | concentrate on developing a real plan while keeping |
| The performance appraisal factsheet however is still | | | | everyday pressures away. |