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Module 5

This document discusses performance appraisals and how they relate to job evaluations. It states that communication is key to an effective appraisal system, as it allows employees and supervisors to openly discuss job performance and any issues. This helps build trust and address problems before they escalate. An effective appraisal provides feedback to help employees understand where they stand and how to improve. It also gives supervisors insights to help enhance the work environment. The document then explains that job evaluations objectively assess an employee's performance based solely on job duties, while appraisals consider both job performance and the individual employee. Appraisals help identify areas for improvement and professional growth. Different organizations may focus on different metrics in their appraisal forms, such

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259 views6 pages

Module 5

This document discusses performance appraisals and how they relate to job evaluations. It states that communication is key to an effective appraisal system, as it allows employees and supervisors to openly discuss job performance and any issues. This helps build trust and address problems before they escalate. An effective appraisal provides feedback to help employees understand where they stand and how to improve. It also gives supervisors insights to help enhance the work environment. The document then explains that job evaluations objectively assess an employee's performance based solely on job duties, while appraisals consider both job performance and the individual employee. Appraisals help identify areas for improvement and professional growth. Different organizations may focus on different metrics in their appraisal forms, such

Uploaded by

AllanCuarta
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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MODULE 5: Performance Appraisal

1. What common feature do the following appraisal systems have?


1.1.
1.2.

The concept
The process

Communication is the central moving force in an appraisal system. With


communication, all problems about work and employees attitude are tackled and
improved. By speaking openly about the job performance and issues that may be
affecting it, the employee and reviewer can develop a sense of trust that may
have been lacking. Employees who previously did not feel comfortable
approaching the reviewer with a problem may become more likely to voice her
concerns, which can prevent a small issue from escalating into a major problem
over time.
An effective employee appraisal provides an opportunity to give feedback as well
as receive it. The employee receives important information as to what areas of
the job she is performing well and those that need improvement, so she knows
exactly where she stands. The reviewer can also receive feedback from the
employee that can help her make improvements in the work environment. The
reviewer may also uncover issues that could be impeding employees from
performing their best, and she can take corrective measures if necessary.

2. How does job evaluation relate with performance appraisal?


Job evaluation is an objective assessment or measurement of an employees
performance. It aims to dwell solely on the job of the employee. It is a formal
process by which management creates a job worth hierarchy within an
organization. While performance appraisal is the complete assessment or
measurement of both the job/position and the employee who does the job, for
appraisal is a review and discussion of an employee's performance of assigned
duties and responsibilities. The appraisal measures skills and accomplishments
with reasonable accuracy and uniformity. It provides a way to help identify areas
for performance enhancement and to help promote professional growth.
Appraisal is important for the company to evaluate all job positions for realignment, to put all positions in proper hierarchy in terms of wages and salaries
and also to find the missing pieces required to improve each job and its
components.

3. Secure any two performance appraisal forms of any school or organization


(public or private) and make an evaluation of each.

For private corporations, we can see a different set of measurement for


appraisal. Productivity, technical skills, cooperation, initiative, work relations and
creativity are prime requisites of an efficient employee for companies that
produce goods or services.

Private companies are always results oriented because every minute is important
as production of goods and services is dependent on people and time. There
should be no slacking in the kind of work efficiency the employee gives and the
attitude he commits towards his team for a single minute can translate to a lot of
loss in labor and capital.

While in teaching, people is its product. As a product, people is the most difficult
to deal with. Producing high quality graduates in education is a daunting task. A
wide array of personalities and characters are to be studied and corrected aside
from giving the students the best learning that they could get.

Assessing teachers jobs and responsibilities are based more on techniques and
approaches aside from their intellectual capacities. Being on a unique plane,
teachers are multi-taskers, they plan and implement, conceive and initiate,
suggest and act, study and teach. Therefore, appraisals must be long termed, in
stages so as to meet the more correct performance measurement.

Case Analysis:
Illustrate with an example, the link of performance rating with other human resources
management program and processes.
Illustration 1: Human resource management flow focusing on employee performance,
development and rewards.

Illustration 2: The whole human resource management perspective. Good business is


good personnel development as it translates to high performance resulting to high
yields.

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