Paper Example: Appraise Staff Performance

Appraisals form a major aspect of the performance management system for the majority of organizations. Staff performance refers to the act of reviewing job descriptions and roles. It examines the overall performance and accomplishments of an individual within a definite period. It furthermore includes the planning of continuing professional growth, as well as giving it time to give a response on how to enhance performance.

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Agreed ways of working refer to how workers are expected to perform ("Agreed Ways of Working," 2016). Knowing the expectations for the worker, as well as the roles and what is expected from others, has a fundamental benefit. For instance, agreed ways of working within a nursery might involve following working time; thus, every worker should have awareness in relation to hours he is supposed to work and his prerogatives to pauses, time off, and vacations. These matters are passed to the staff informed via the code of conduct text.

Organizations need to make sure that every worker is evaluated by the use of universal standards and regulations. The UK has therefore established several policies in relation to the appraisal process of employee performance like Early Experiments with Measurement of Performance as well as Reporting and Management since the 1980s-mid-1990s. Again, in the 1980s, the government of the UK started the development of better systematic approaches since the number of implications was rising.

The approaches were: imposing some Key Performance Indicators (KPIs), which they would be reported yearly on every newly formed executive agency of the civil service starting from 1988 onwards. The other approach was imposing some 200 performance methods that would be reported every year by the local authorities and from the year 1992. Furthermore, in UAE there is 2008 federal decree-law (11) regarding HR within the federal government as modified by 2011 federal decree-law (9) as well as 2016 federal decree-law (17) containing employee's Performance Appraisal of the employee as well as the Rewards stating that the employee performance is assessed on a yearly basis and by the line manager where the worker should be involved in the review process of their performance.

As stated earlier, appraisals are a significant factor in the performance management schemes of most organizations since they permit a continuous cycle of performance management as well as helping in outlining the developmental needs. There are several appraisal models that work to meet the same objectives. They include a 360-degree appraisal, Top-down, Self-appraisal model, and Peer appraisal. The top-down appraisal model is a traditionally known method where employees are assessed by their specific line manager only (Kokemuller). Self-appraisal is when workers perform their own appraisal, like stating their strength and weaknesses as well as their achievements and improvement in achieving their goals.

Peer appraisal is when the performance assessment of employees is given by the colleagues of the employees through their observation of his or her performance and provide constructive feedback.360-degree model is a bit modern method where workers get assessed from the top and also by colleagues, clients as well as partners ("UK Essays," 2018).

Additionally, different performance appraisal types help in identifying different employee success' features. The first one is a graphic rating scale that rates the worker on a fixed scale, and according to the characteristics that they are needed to have (Leonard, 2019). The final score that is found categorizes the worker into several tiers helping in their performance assessment at the end of the year.

The second one is essay Performance Appraisal, which is a qualitative but not a quantitative technique that comprises a fact-based performance describing employees with cases to support it and regarding this; hence the worker becomes evaluated on that job. The third one is a checklist that is prepared based on Yes or No regarding the qualities of the worker. If an employee possesses a certain trait, then it gets marked as yes, and if not marked no.

The fourth is ranking Appraisal, where the manager has to rank staff who are in the same job and hence evaluate them. The workers are ranked in chronological order, either increasing or even in decreasing order. The last is the project evaluation review, which is an unlimited project management instrument. Employees are reviewed when the project ends instead of delaying for the year to end hence providing them with the necessary tools to adjust for the following project.

In this case, I prefer to apply the 360-degree model and also the graphic rating scale rates. It is because of the benefits to the individual in helping them with self-improvement and also ensuring culture is built, which makes frequently giving and getting feedback that I need to be having in my setting. Again, the graphic rating scale rates is very clear and also easily understood.

An appraisal is very crucial for the whole organization's development, particularly in addressing total worker performance, attainment of objectives as well as laying of future objectives. In doing the general appraisal of employee performance, the manager is able to provide sufficient feedback to the workers on their performance, allowing them to discover the areas in which an individual needs to improve and how everyone can help the organization achieve its goals through their strengths.

Besides, appraisals are also vital for the organization as a whole and not only on an individual level. It helps in improving practice by Identifying the need of training as well as identifying the potential in the future. Many people confuse appraisals and disciplinary processes. The table below shows the differences between employee appraisals and disciplinary processes.

Both require being based on the policy of the institution, and code of conduct as well as being free from prejudice. In understanding the appraisal process, there is a need for exploring the appraiser and appraisee relationship relating to the theory of power. Power refers to the ability of an individual to influence or have control over the other by the use of the appraisal process. Normally, power is the instrument in which the manager impacts the change of behavior in a subordinate.

References

Agreed Ways of Working. (2016, May 17). Retrieved from https://app.croneri.co.uk/training/standard-1-understand-your-role/note/unit-2-standard-12-working-agreed-ways?product=218 11/03/2020

Essays, UK. (November 2018). Employee performance appraisal theories and techniques. Retrieved from https://www.ukessays.com/essays/business/employee-performance-appraisal-theories-and-techniques-business-essay.php?vref=1

Kokemuller, Neil. (n.d.). Top-Down Performance Appraisal Method. Small Business - Chron.com. Retrieved from http://smallbusiness.chron.com/topdown-performance-appraisal-method-21409.html

Leonard, Kimberlee. (2019, February 05). What Are the Different Types of Performance Appraisal? Small Business - Chron.com. Retrieved from http://smallbusiness.chron.com/different-types-performance-appraisal-1904.html