So might be asking yourself why do all this training unless you know whether it's working. Great question. The answer is the final part of the training and development process. Performance Appraisal and Feedback. A performance appraisal is a method for evaluating and documenting and employees job performance and contributions to the organization. Most organizations require employees to receive a performance appraisal once a year. Managers share performance appraisal information with subordinates through performance feedback. A performance appraisal must always take place first. Feedback should identify where things are going right and where they're going wrong. It helps employees understand expectations make adjustments and get the coaching necessary to improve and succeed. Performance appraisals in feedback each contribute to effective management of human resources in several ways. Performance appraisals get managers important information for making decisions about pay raises, bonuses, promotions and job moves. This is crucial for rewarding performance appropriately and helping exceptional employees advance. Performance appraisals also help with gap analysis by identifying which workers require more training and development, and in what areas. Performance feedback encourages high levels of employee motivation and performance. Proper feedback should include both positive and negative aspects of performance and give employees material to fuel their goals and aspirations. Supervisors may be called upon to perform several different types of performance appraisals. Trait appraisals are based on the degree to which an employee exhibits desired job related skills, abilities, and personality traits. Trade appraisals are simple to develop a highly subjective because traits are in eight and often permanent, like height is difficult to use trade appraisals to help improve performance. Behavioral appraisals focus on how workers perform their jobs. The actions that are appraised should be defined clearly. An example might be answers the phone within three rings. Behavioral appraisals give employers and employees clear information about where they can improve their performance and are more objective, fair and accurate than trade appraisals. Results appraisals are based solely on the actual outcomes work behaviors, not on how they were achieved. There are useful in, there is more than one approach to doing a job well. However, don't focus only on results because workers may take shortcuts to meet their goals. Another issue is whether appraisals are objective or subjective in nature. Objective appraisals are based on how well people perform a task, not how they do it. They are based on measurable facts and often numerical. Object if measurements need no interpretation. A standard was met or it was. Results appraisals are mostly objective. Answers tend to prefer objective appraisals because results are easy to quantify. Subjective appraisals are based on a supervisors perceptions of intangible employee qualities based on non-measurable feedback. Subjective measures allowing supervisor to exercise judgment about an employee's performance. Trading behavior appraisals are highly subjective. Since all types of appraisals have pros and cons, it's a good idea to not rely on just one method. And always be aware of how your own perceptions may affect your judgments. Supervisors are the most common appraisers are performance. Other sources include oneself, peers, subordinates and clients. Supervisors often supplement their own evaluation with an employee's assessment of their own performance, a self appraisal. They help the supervisor and employee to discuss in jointly establish future performance goals. On drawback is they may not be very accurate since it's difficult for anyone to be objective about their own performance. Peer appraisals are provided by an employees coworkers. The idea is that coworkers, maybe more knowledgeable about the work than a manager and be in a better position to evaluate work. However, peer appraisals can be affected by positive or negative bias depending on weather appears like each other or are in competition with each other. Therefore they may lack fairness and should be used carefully. Many companies are beginning to have subordinates rate their performance performance through upward appraisals. Employees, by virtue of their frequent interactions with her supervisor, can often valuating better. However, the results should be used with caution since employees may not always be objective or honest. Client feedback from customer reviews or complaints is sometimes used to evaluate an employee's performance. This is very important since the success of almost any organization is directly related to customer satisfaction. If there are problems, it's best to know about them as soon as possible. And ultimately, there is no substitute for the supervisors performance appraisal, other performance appraisal sources should only be used as supplements, not replacements.
