Chapter 45, Appraisal and workforce performance Flashcards
Appraisal
a formal assessment of an employees performance
Development needs
the requirements that an employee has in order to perform his or her job more effectively and/or gain the skills and abilities necessary for promotion
WHat will make an appraisal ineffective
- lack of commitment by staff
- inconsistent approach
- inadequate time
- failure to respond to employee concerns
- unrealistic targets
- ambiguous language
What will make an Appraisal effective
- commitment
- consultation
- employee understanding of the procedure
- adequate training
- willingness to adapt the process
- allowing employees to comment on the outcome
SMART target setting
a framework within which to set an employee’s targets for the coming year. Targets should be Specific, Measurable, Agreed, Realistic and Time- limited.
Self- assessment
employee asses themselves
- requires honesty
- needs to be clear whether the employee is comparing themselves to other employees or previous performances
360-degree appraisal
the employee receives feedback from several people across the business
Peer assessment
assesed by work colleagues through the procedure
Other ways to evaluate workforce performance
- Labour turnover
- Absenteeism
- Lateness
- Workforce Productivity
Labour turnover
measuring the number of employees who have left the business
number of employees leaving during the year x 100 / average number of employed during the year
Absenteeism
total days abscent in the month / total available working days in the month x 100
Lateness
Total number of late arrivals x 100 / Total number of scheduled attendances
Workforce productivity
Output (per week/month/year) / Average number of employees
