Performance Appraisal Objectives Revisited

Define your performance appraisal objectives in order to measure performance. "Keep the end in mind," wrote Stephen Covey. Having set targets helps your people focus on achieving them. If not, targets are missed most of the time.

Some questions you may need to ask -
What should my performance appraisal system intend to achieve?
How effective is my performance management system?
How do I ensure I achieve performance objectives?

As a manager or superior, you would have realized that performance appraisal is a means to collect data. but it will not help your organization if the data collected is not the right data as a result of faulty or poorly managed performance appraisal.

Most often than not, many of the weaknesses of appraisal systems rest with immediate superiors, that is, those who are responsible for evaluating the performance of subordinates. Having a performance assessment panel will not help as the members are not free from human weaknesses.

As the result, an increasing number of people are losing confidence in performance appraisal.

Objectives of performance appraisal

Some of these are:

  • To reward excellence
  • To manage talents
  • To help determine career progression of employees
  • For re-deployment

Appraisal systems should not make finding fault and disciplining staff as an objective. Staff evaluation aims at their development and overall improvement.


Performance appraisal objectives need to focus on people

Re-examine the performance appraisal system for effectiveness. Verify whether current performance appraisal objectives are in line with the overall objectives of the organization.

What a written policy and procedure on performance appraisal should include:

  • Definition of the appraisal process
  • Statement and definition of each purpose
  • The linkage to functions and activities
  • How each purpose is carried out and the level of achievement expected
  • Decisions and or actions required arising from the outcome of the performance evaluation
  • The linkage to the business activities of your organization

By doing these, you can hope to obtain valid and measurable performance information. With such information, in combination with technical details of each job, you can produce the following:

  • Productivity Measurement. This is to measure execution of tasks, work behaviour, proficiency and productivity and potential job assignments;
  • Performance Communication. To provide performance feedback, the need for corrective action with respect to abilities and behaviour, etc., and to clarify performance expectation and performance.
  • Training and Development. To help managers and supervisors to better manage subordinates, find solution to weaknesses and to identify remedial measures, to identify training and developmental needs of higher management and the assignment on such needs.
  • Decision Making. To provide reward based on performance and to make the right personnel decision.
  • HR Research. To determine validity of qualification standards, recruitment and selection methods, job content, performance criteria and standards

Aim for higher productivity and a more effective employer-employee relations. Conduct a yearly review of performance appraisal objectives with the purpose of improving the present appraisal system or to replace it.

If you find that the current appraisal system is not achieving the intended objectives, it is time to review it. Do not wait until the next scheduled review.





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