chapter 45- appraisal and workforce performance

Question 1

what is an appraisal?

Answer 1

it’s a formal assessment of an employees performance.

Question 2

what does an a appraisal consist of?

Answer 2

• formal meeting between an employee and their line manager once a year
• employee is encouraged to reflect upon achievements, workload and development needs
• Agree targets to be achieved in the next year

Question 3

what is a positive of responding to employee needs?

Answer 3

• helps give a competitive edge over rivals
• through increased motivation, productivity and commitment to the job

Question 4

how may appraisals be regarded from employees?

Answer 4

• employees feel suspicious
• they may view the process as spying
• they feel that there is a lack of trust in their ability to complete the job

Question 5

what is development needs?

Answer 5

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 6

what is the main purpose and benefit of an appraisal?

Answer 6

• to identify an employees strengths and weaknesses
• judgement can be formed if the employee is effective in their current post.
• and if not the reason for this can be determined
• appraisal can be used to gather information and also presents an opportunity for an employee to discuss their expectations for the future.
• if appraisal is linked to training employee is more likely to feel valued so they are more motivated.
• employees can now sue for non-physical injuries e.g stress so a discussion of workload with a formal record could prove very significant

Question 7

how would an appraisal be introduced?

Answer 7

• should be clearly linked to human resource issues such as training and pay

Question 8

what factors will make an appraisal be ineffective?

Answer 8

• lack of commitment by senior staff (treating it as a minimised cost will not bring the desired results) as appraisals are expensive.
• inadequate time allowed for the appraisal (if managers give the impression that there keen on doing something else it will be recognised by employees so they will regard it as a waste of time)
• failure to respond to employee concerns and aspirations
• unrealistic expectations

Question 9

SMART target setting

Answer 9

framework within which to set an employees targets for the coming year.
targets should be
Specific
measurable
agreed
realistic
time limited

Question 10

what will make an appraisal effective?

Answer 10

• ensuring employees understand the system and how it will effect and benefit them
• ensuring line managers are adequately trained in the skills necessary to perform an effective appraisal
• consultation with employees
• senior managers make sure all line managers are committed to the process and sufficient resources are available