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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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