| The performance appraisal process is something that's | | | | ability to get on with colleges, work attitude, ability to |
| essential to any business' productivity and | | | | solve problems, ability to follow instruction, leadership |
| performance. Many businesses carry "dead weight" in | | | | abilities etc. The good thing about this type of |
| the form of employees that simply don't pull their | | | | assessment is also the bad thing. Although its a great |
| weight. The appraisal process is not really aimed at | | | | way to keep the focus on more general traits, its |
| catching out slacking employees but rather to identify | | | | almost impossible to get an accurate and objective |
| problem areas so that it can be corrected quickly. | | | | assessment. |
| Staff appraisals has been the subject of a lot of | | | | The second type of assessment is much more |
| debate and many unions are opposed to. Regardless, | | | | scientific and aims at doing away with more general |
| managers and senior staff really need appraisals to | | | | traits. The focus is on more measurable aspects of a |
| help them evaluate the business at ground level. There | | | | person's job and how it works is that an employees |
| are basically 2 models for appraisals and each has its | | | | performance gets measured against the completion of |
| own positive and negative aspects. Lets quickly look at | | | | certain definite goals and tasks that he or she had to |
| them and see what the pro's and con's are for each. | | | | do. Obviously this works better in certain occupations |
| The first and most popular form of evaluation is what | | | | but it can be a great way to measure actual |
| is called a "trait evaluation" and this basically focuses | | | | performance against goals set to the employee. |
| and personal and professional traits. Traits like the | | | | |