The Objective of Performance Appraisals
One of the reasons people dislike performance management is because they often do not understand the point of it. This is because the purpose of performance management is rarely communicated accurately with employees. Performance management, if properly utilized, can be the single most effective tool to help the employee grow in their job and career. The process is one that organizations depend on for many important decisions, such as:
- Providing feedback about employee performance
- Determining raises, promotions, and terminations
- Confirming good hiring decisions and job fit
- Identifying training needs
- Ensuring team work
In order to accomplish these objectives, the manager and employee both share responsibility to ensuring that evaluations are meaningful. And now with the new PeopleSoft 9.2 system, both parties can engage one another in ongoing feedback more frequently than before. The start step allows manager and employee to set goals at the beginning of the year. The mid-year is a 6 month “check in” to see what is going well and what adjustments if any are needed. And the year-end review provides the final round of feedback for both parties to understand, review and reflect upon for the following year. In between each of these events, frequent and informal conversations should occur to give the feedback needed to grow and improve.
When utilized regularly and effectively, performance management helps employees perform to their full potential. Performance management should be viewed as a collaborative process between the evaluator and individual with a win-win goal; the better the employee improves, the better the team and organization performs.
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If you would like to learn more about the Performance Management system, we have upcoming classes and online help available:
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Notes
Erven, B. L. (2001). Evaluating performance and providing feedback to employees. Retrieved April 12, 2011.
Grote, R. C. (2002). The performance appraisal question and answer book: A survival guide for managers. AMACOM Div. American Mgmt. Assn |
