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Performance Appraisals

Autor:   •  May 13, 2015  •  Term Paper  •  2,264 Words (10 Pages)  •  589 Views

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Performance Appraisals

Erin Hall

Indiana Wesleyan University

MGT-470

Instructor Janet Diotalevi

October 1, 2014

I have read and understand the plagiarism policy as outlined in the IWU Catalog relating to the IWU Honesty/Cheating Policy.  By affixing this statement to the title page of my paper, I certify that I have not cheated or plagiarized in the process of completing this assignment.  I also certify that the work submitted is original work specific for this course and to my program.  If it is found that cheating and/or plagiarism did take place in the writing of this paper, I understand the possible consequences of the act/s, which could include expulsion from Indiana Wesleyan University.

Performance Appraisals

If you have ever held a job before you should be aware of what performance appraisals are, but do you really know what they mean? Performance appraisals can be defined as (Performance appraisal, 2, para. 1):

“The process by which a manager or consultant (1) examines and evaluates an employee’s work behavior by comparing it with preset standards, (2) documents the results of the comparison, and (3) uses the results to provide feedback to the employee to show where improvements are needed and why.”

Performance appraisals are very lucrative for employers, because they help to see what their employees are doing and steer them in the right direction if needed.  As you will see in the following, the performance appraisal policy and performance itself contains material useful for the employee and employer.

Strategy One – The Performance Appraisal Policy

        The performance appraisal policy being used is one that reflects a basic policy (see Appendix A for Sample Policy #3).  It is meant to give ongoing feedback about the employee to themselves as well as the employer.  It is to be administered after a new employee has been with the employer six months and then again annually at the anniversary of their hire date.  This policy is adequate, because it goes through all the aspects the employee will be doing on the job.  Its purpose is to review their performance and make them further industrious.  

Strategy One – The Performance Appraisal

        The performance appraisal being used is of the trait systems format (see Appendix B for ABC Community Church Performance Appraisal).  An advantage of a trait appraisal is that employees can be appraised based on personality ingenuity, aggressiveness, reliability, and personality (Johnston, n.d.).  This means that your personal abilities are weighed more than your actual performance.  It is also a way to have employees who work together for the vision of the company (Johnston, n.d.).  

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