Performnce management (developing methods of performance apraisal) Essay

Performnce management (developing methods of mathematical process apraisal) - Essay Example instruction execution estimation gutter be described as a formal and systematic way of identifying, notice as well as measuring the strengths and weaknesses of the employees in their job (Swanepoel, 1998). The primary goal of performance appraisal is touch with improving the performance of the individualists as well as the organisation as a totally so that the desired goals bear be easily attained. The system of performance appraisal is mainly concerned with gathering information about the performance of different individuals so as to be in a position to make a decision with regards to promotion of former(a) people while at the like time developing and training those who lag behind in order to improve their performance (Mullins, 2010). It can also be seen that a performance appraisal system is designed to provide the managers with information that can be used to make necessary pay adj ustments since it is widely believed that employees with outstanding and exceptional performance standards should be rewarded with pay increases so as to motivate them. In most cases, performance appraisal is carried over a legitimate period of time where the employees be given a certain parturiency to perform in a bid to establish their level of competence. Information about the challenges they have faced is gathered as well as the aspects they found simple to perform. In order to perform this project, the most trenchant employee performance appraisal tool that can be used is to give the employees short reflective written tests that are designed to explore their views and perceptions towards their work. In order to do this, it is imperative to assign the employees a certain task that ought to be accomplished over a certain period of time. The manger has to design a castigate of self reflective questions that can be answered in short answers. These questions should be related to the task that has been performed and they second to establish the level of competence of the individual in as far as this job task is concerned. The method of testing the capability of the employees in performing a certain task is very effective since they are compelled to give objective answers that are relevant to the experience they would have gained through the assigned task. The other method that could be used is a questionnaire. However, the disadvantage of this method is that the responses are subjective since they do not provide a deep insight about a persons perceptions towards a certain job activity. The test method is effective in that a person would be given the hazard to narrate the real situation he or she has encountered. Chances of objectivity are gamey given that the individual would be in a position to give personal opinions and ideas towards something. These views can be used to bill against the standard expectations in the organization. If an employee show s that he or she has weaknesses in certain areas, this information can then be used to improve those weaknesses so that his overall performance can be improved. The employees who display exceptional knowledge and skills in the tasks assigned to them can be considered for promotion by the management. They can also be considered for high pay adjustments so as to motivate them in order to continue putting optimum case in their performance. The problem of poor performance