Performance assessment inquiry
Abstract
In the aspect of human resource management, performance appraisal methods of diversity, in the end should adopt what kind of performance evaluation method is more reasonable, performance appraisal should be by what kind of way is easier to implement and achieve the better management results, is a question worth pondering。 This paper will focus on the types of performance assessment and its effect, analyze the types of performance assessment， and explore how to correctly and appropriately assess the performance， and do a good job in management.
1。Performance appraisals — purpose and how to make it easier
Performance appraisals are essential for the effective management and evaluation of staff。 Appraisals help develop individuals， improve organizational performance, and feed into business planning。 Formal performance appraisals are generally conducted annually for all
staff in the organization. His or her line manager appraises each staff member。 Directors are appraised by the CEO， who is appraised by the chairman or company owners， depending on the size and structure of the organization。
Annual performance appraisals enable management and monitoring of standards, agreeing expectations and objectives， and delegation of responsibilities and tasks. Staff performance appraisals also establish individual training needs and enable organizational training needs analysis and planning。
Performance appraisals also typically feed into organizational annual pay and grading reviews， which commonly also coincide with the business planning for the next trading year.
Performance appraisals generally review each individual’s performance against objectives and standards for the trading year, agreed at the previous appraisal meeting。 Performance appraisals are also essential for career and succession planning - for individuals, crucial jobs, and for the organization as a whole.
Performance appraisals are important for staff motivation, attitude and behavior development， communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff.
Performance appraisals provide a formal, recorded， regular review of an individual's performance, and a plan for future development。
Job performance appraisals — in whatever form they take - are therefore vital for managing the performance of people and organizations.
Managers and appraises commonly dislike appraisals and try to avoid them. To these people the appraisal is daunting and time-consuming. The process is seen as a difficult administrative chore and emotionally challenging. The annual appraisal is maybe the only time since last year that the two people have sat down together for a meaningful one-to-one discussion。 No wonder then that appraisals are stressful — which then defeats the whole purpose.
Appraisals are much easier, and especially more relaxed， if the boss meets each of the team members individually and regularly for one—to—one discussion throughout the year.
Meaningful regular discussion about work， career, aims, progress, development， hopes and dreams， life， the universe, the TV, common interests， etc.， whatever, makes appraisals so much easier because people then know and trust each other — which reduces all the stress and the uncertainty。
Put off discussions and of course they loom very large。 So don't wait for the annual appraisal to sit down and talk。 The boss or the appraises can instigate this。
If you are an employee with a shy boss， then take the lead. If you are a boss who rarely sits down and talks with people - or whose people are not used to talking with their boss - then set about relaxing the atmosphere and improving relationships。 Appraisals (and work） all tend to be easier when people communicate well and know each other。
So sit down together and talk as often as you can, and then when the actual formal apprais
als are due everyone will find the whole process to be far more natural， quick, and easy - and a lot more productive too.
2.Appraisals， social responsibility and whole—person development
There is increasingly a need for performance appraisals of staff and especially managers, directors and CEO's， to include accountabilities relating to corporate responsibility, represented by various converging corporate responsibility concepts including: the “Triple Bottom Line”; corporate social responsibility (CSR); Sustainability; corporate integrity and ethics； Fair Trade, etc. The organization must decide the extent to which these accountabilities are reflected in job responsibilities, which would then naturally feature accordingly in performance appraisals。 More about this aspect of responsibility is in the directors’ job descriptions section.
sort of中文翻译
Significantly also， while this appraisal outline is necessarily a formal structure this does not mean that the development discussed with the appraises must be formal and constrained. In fact the opposite applies。 Appraisals must address “whole person” develo
pment - not just job skills or the skills required for the next promotion。

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