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Managing Human Element at Work



                        Notes              (i)  The employee can be warned so that he himself can make necessary attempts to
                                               improve his performance.
                                           (ii) The employee should be taken into confidence and asked to identify his reasons
                                               for low performance. He should then be motivated to improve performance.
                                               Train” coaching, counselling, etc. are examples of corrective actions that help to
                                               improve performance.
                                       5.2.1 Essentials of a Good Appraisal System
                                       A sound appraisal system should have the following:

                                       Reliability and Validity
                                       The system should be both valid and reliable. Appraisal system should provide cons’ reliable
                                       and valid information and data, which can be used to defend the organization in legal
                                       challenges.

                                       Job Relatedness
                                       The evaluators should focus on job-related behaviour and performance of employees and
                                       also necessary to prepare a checklist so as to obtain and review job-performance – information.
                                       Ratings should be tied up with actual performance of units under the control.

                                       Standardization
                                       Well-defined performance factors and criteria should be developed. Appraisal procedures,
                                       administration of techniques, ratings, etc. should be standardized as decisions affect all
                                       employees of the group.

                                       Practical Viability
                                       The techniques should be practically viable to administer, possible to implement and
                                       economical to undertake continuously. It must have the support of all line people who
                                       administrates.
                                       Training to Appraisers

                                       The evaluators or appraiser should be provided adequate training in evaluating the
                                       performance of the employees without any bias. Evaluators should also be given training
                                       in philosophy and techniques of appraisal.
                                       Open Communication

                                       The system should be open and participative. Not only should it provide feedback to the
                                       employees on their performance, it should also involve them in the goal setting process.

                                       Employee Access to Results
                                       Employees should receive adequate feedback on their performance. If performance appraisals
                                       were meant for improving employee performance, then withholding appraisal result would
                                       not serve any purpose.

                                       Clear Objectives
                                       The appraisal system should be objective oriented. It should fulfil the desired objectives like
                                       determining the potential for higher jobs or for sanction on annual increment in the salary
                                       or for granting promotion or for transfer or to know the requirements for training. The
                                       objectives should be relevant, timely and open.







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