Developing a Performance Appraisal System

Developing a Performance Appraisal System

Dawn Sturdevant

HSM/220

July 14, 2013

Angelique Spruill

Developing a Performance Appraisal System

I feel that the main purpose of an appraisal system is so that you know where to place your workers. You will have some that are strong in what they do and some that are weaker. By having the appraisal system you will know where to put them so that they work at their best rate. It is basically all about their strengths and weaknesses while performing their jobs. For instance, with someone who is at the top of their game, they will be highly motivated whereas those who are not so highly motivated are just there to get through the day and get their work done.

By having the performance appraisal system you will benefit your company by knowing where everyone stands and who gets moved up, who stays and unfortunately, who goes. This keeps tracks of what your employees do, don’t do, what they have accomplished, even who is late to work or who is on time. This all helps your company run better.

The outline of a good appraisal system should start with communication. This is a key element wherever you may be. With communicating with your employees, they not only know what they are supposed to be doing, you know what they are doing. They listen to what their instructions are and they get to work. Communication could be in the form of morning meetings, or afternoon depending on the shift that is being worked, and it could be one-on-one meetings also. Your employees knowing what they are to do are important otherwise your business will stop thriving and eventually go under.

Second would be feedback. This is important because you are able to point out what needs to be changed and what stays the same. Not all feedback will be used but it can be stored for later appraisal in the hopes that it may be useful somehow or someway in the future. This is where communication falls back in also. Let the people know who are...