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PM302 course teaches the impact of performance appraisal on employee performance. This course is offered by the University of Plymouth, England. Employee performance is an essential aspect of organizational performance. The term performance appraisal refers to the regular review of an employee's job performance and overall contribution to a company. Also known as an annual review, performance review or evaluation, or employee appraisal, a performance appraisal evaluates an employee’s skills, achievements, and growth, or lack thereof.
Companies use performance appraisals to give employees big-picture feedback on their work and to justify pay increases and bonuses, as well as termination decisions. They can be conducted at any given time but tend to be annual, semi-annual, or quarterly.
Performance appraisals are usually designed by human resources (HR) departments as a way for employees to develop in their careers. They provide individuals with feedback on their job performance. It ensures that employees are managing and meeting the goals expected of them, giving them guidance on how to reach them if they fall short. Because companies have a limited pool of funds from which to award incentives, such as raises and bonuses, performance appraisals help determine how to allocate those funds. They provide a way for companies to determine which employees have contributed the most to the company’s growth so companies can reward their top-performing employees accordingly.
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Performance appraisals also help employees and their managers create a plan for employee development through additional training and increased responsibilities, as well as to identify ways the employee can improve and move forward in their careers. Ideally, the performance appraisal is not the only time during the year that managers and employees communicate about the employee’s contributions. More frequent conversations help keep everyone on the same page, develop stronger relationships between employees and managers, and make annual reviews less stressful.
Types of Performance Appraisals
Most performance appraisals are top-down, meaning supervisors evaluate their staff with no input from the subject. But there are other types:
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Performance management is an ongoing process. Throughout the year, managers are encouraged to engage with employees to establish goals, note progress, and provide feedback. Formal reviews or appraisals often take place on a yearly or quarterly basis. Standard performance reviews include an employee and their manager or supervisor. The 360-degree version also solicits input from the employee's colleagues or co-workers.
Research shows that organizations who put their “focus on continuous performance management have better business results.” There is merit to this argument. Organizations who dedicate time regularly to performance reviews and assessments are more likely to see an increase in employee motivation as they are encouraged to think about their goals more frequently. After all, employees’ goals change more than only once per year.
Performance Management provides consistency and brings structure to your HR team. If the process is determined in a clear and concise way, then employees, managers and HR professionals within your organization will be aware of what to do, and when to do it. This way, tracking your employees’ growth, or need for support if performance is lacking, is simplified and identified much faster.
People who aspire to work in managerial positions in an organization must learn this essential skill as there are several advantages to performance appraisal.
Because performance information is collected from various sources (conversations, check-ins, progress updates, network feedback, and social media) without undue dependence on a single person or parameter, the data collected will be more accurate. Prejudice arising from isolated factors will be eliminated indicating exactly how an employee is performing in different contexts across the workplace.
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With companies across the globe looking to forge new lines of communication and strengthen employer-employee relationships, Continuous Performance Management can be a powerful tool. Once a year event-based reviews are replaced by a continuous line of communication; employees are aware that they are always being heard and their grievances/needs are being noticed by the management all year round.
Processing employee reviews in bulk at every year end/quarter end can be a cumbersome task, weighing down on your HR department’s workload. A Continuous Performance Management framework constantly and consistently collates data, giving your HR team uninterrupted visibility over key data.
In a Continuous Performance Management feedback scenario, every survey response, questionnaire, and feedback mechanism is directed into the larger review blueprint. This minimizes the waste of time and effort on the part of both employees and employers.
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Study level: - UG, PG
Unit code:- PM302
The University of Plymouth is committed to ensuring all assessments will:
The course code PM302 course code has a weightage of 100 marks in their semester. The students have to score at least 50% of the marks to pass the subject.
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