Appraisal And Workforce Perfromance

Question 1

Whats an appraisal?

Answer 1

A formal assessment of an employees performance

Question 2

What three stages does an appraisal go through?

Answer 2

1) review of employees strengths
2) review of development areas
3) review of targets to improve

Question 3

What are developmental needs?

Answer 3

The requirements that an employee has in order to perform their job more effectively and/ or gain the skills and abilities necessary for promotion

Question 4

What is the purpose of appraisal?

Answer 4

• eliminate mistakes
• to make pay decisions
• inc productivity
• greater employee motivation
• set expectations
• make staff feel valued
• record any issues (evidence)
• improve skills
• higher quality production

Question 5

What are the forms of appraisal?

Answer 5

• managerial
• self
• peer
• 360°

Question 6

What is managerial appraisal?

Answer 6

A method of appraisals where manager examines and evaluates an employees performance

Question 7

What are the advantages and drawbacks of managerial appraisal?

Answer 7

Advantages:
- employee receives expert input from managers
- makes subsequent actions such as deciding about pay, rewards and disciplinary procedures seem fairer

Disadvantages:
- manager may not work closely with employees to know their strengths + developmental areas
- input is limited to new point of view (the managers)

Question 8

What is self assessment/ appraisal?

Answer 8

Where employees assess their own performance often using a tick sheet to grade specks of their work

Question 9

Why might completing a self assessment before a managerial appraisal be useful?

Answer 9

Employer - can gain idea about how employee thinks they’re performing + respond accordingly
Employee -can prepare for what going to be mentioned

Question 10

Whats a benefit of self assessment?

Answer 10

The employee may have a better understanding of their own performance than what a manger may have

Question 11

Why may self appraisal be ineffective?

Answer 11

Due to self -bias, reporting yourself how you would like to think you’re performing, not actually how you’re performing - think you’re better than you are

Question 12

Why might managerial and self appraisal be used together?

Answer 12

To make identification of developmental areas more effective - gives employees insight and managers (manager may not see enough of their performance) and allow manager to respond accordingly

Question 13

What is 360 degree appraisal?

Answer 13

This involves receiving feedback from several people in organisation giving a broader picture of performance - line manager who are more senior

Question 14

What is peer assessment?

Answer 14

When your colleagues complete your appraisal - same level

Question 15

What are the adavantges and disadvantages of 360 degree appraisal?

Answer 15

Advantages:
- a broader picture of performance will be obtained
- useful for development bc feedback + insight into how other perceive them

Disadvantages:
- could end up with too much conflicting info to base targets upon
- time consuming + complicated
- bias from employees to ‘get their own back’

Question 16

What are the advantages an disadvantages of peer appraisal?

Answer 16

Advantages:
- peers have very clear idea on how employee is contributing to business
- peers have clear idea on what needs to be done

Advantages:
- could end up as overly positive or negative depending on relationships (particularly if linked to pay)

Question 17

What is about turnover?

Answer 17

Measures the number of employees who have left the business and is usually calculated as an annual percentage

Question 18

What is the formula for calculating labour turnover?

Answer 18

Labour turnover = number of employees leaving during the year
________________________________________________ X100
average number of employed during year

Question 19

What is absenteeism?

Answer 19

Number of non-attendance in a month in a percentage

Question 20

What is the formula for calculating absenteeism?

Answer 20

Absenteeism = total days absent in the month
__________________________________ X100
total available working days in the month

Question 21

What is long term absence?

Answer 21

Where an employee is off work for a lengthy period usually due to illness

Question 22

What is short term absence?

Answer 22

Where an employee is absent for a few days

Question 23

What is authorised absence?

Answer 23

Where n employee asks or the time off for particular reason

Question 24

What is unauthorised absence?

Answer 24

Where an employee has an unplanned absence (usually ST)

Question 25

How can lateness be calculated?

Answer 25

Lateness = total number of late arrivals
______________________________ x100
total number of scheduled attendances

Question 26

Wha=y might an employee have a valid reason for being late?

Answer 26

Childcare problems, traffic —> cant be persistent

Question 27

What is workforce productivity?

Answer 27

A measure of output per employee in a particular period of time - key indicator of workforce performance

Question 28

How do you calculate workforce productivity?

Answer 28

Workforce productivity = output (per given time period)
________________________________
average number of employees

Question 29

In what sector is productivity hard to measure and why?

Answer 29

Tertiary sector - no physical product produced

Question 30

What makes appraisal ineffective?

Answer 30

• lack of commitment from senior management - if obvious employee may not take it seriously
• if lack of time allowed for appraisal - if seems like manager wants to be elsewhere employee might regard as waste of time - don’t feel valued
• unrealistic expectations + targets being set - if set without employees agreement they may not want to achieve targets
• inconsistent approach from managers - one managers harsher than other - rightfully claim been treated diff to others - especially if pay related

Question 31

What are the limitations of using qualitative data?

Answer 31

• averages can be misleading
• not all depts employ the same number of people
• a single figure in isolation is of limited use
• numbers don’t exp the situation

Question 32

How May performance related pay be done?

Answer 32

• piece rate (payed per item produced)
• bonuses ( set amount if meet target)
• commission (% of sale)
• pay scale (move up)

Question 33

How is piece rate calculated?

Answer 33

Piece rate = number of products produced x amount paid to work per product produced

Question 34

How is commission calculated?

Answer 34

Commission = sales value x commission rate

Question 35

What is performance related pay?

Answer 35

A financial reward for employees whose work is considered to have reached a required standard and/ or above average. Can be used in conjunction with appraisals

Question 36

What is the UK statutory holiday entitlement?

Answer 36

28 days including bank holidays - businesses can offer above (UK average is 33.5 days)

Question 37

How is holiday entitlement for part time workers calculated?

Answer 37

Holiday entitlement (part time) = no. of days that employee works per week x 5.6

Question 38

What is employee contribution?

Answer 38

Refers to what an employee offers to a business eg their expertise and efforts.

Question 39

How can employee contribution be measured?

Answer 39

• customer feedback
• output
• lateness
• amount sold
• absenteeism
• appraisal
• speed of service