TIPS IN CONDUCTING EFFECTIVE PERFORMANCE APPRAISAL

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• Performance appraisal is a tool for assessing and measuring the employee's performance in a systematic approach and understanding the capability of employee's methodical approach to assessing the performance of employees to understand the capacity of employees. It is also used to evaluate the employee's performance in specific training or development. On the other hand, this article is composed of strategies and methods in conducting effective implementation. It allows the reader to understand how to initiate proper and effective performance appraisal. It serves as a guideline not only for the management but also for the employee. Moreover, having an accurate and fair assessment of the employees' will eliminates doubt about biasing in the workplace. It will also motivate them after they evaluate their performance according to their strength and weaknesses.

• This article reminds me when I was working at Dualtech Center Foundation in Canlubang, Laguna. If I will be given a chance to work there, I will be grateful to do so. Why? Of all the institutions that I worked for, only this institution gives an appraisal for their employees. Every end of their will be a performance appraisal and it always entails an increase of the basic monthly salary if the management is well satisfied of your performance. I really feel that the management or the institution as a whole valued all their workers. And I really appreciate that as well. The only problem was that me and my other half agreed to transfer here in Bacolod because of the bad traffic in Manila that is why I resigned.

• Performance appraisal is also known as performance review. Considered as a strategies of any company to know whether an employee is performing well with his given workload. If not, company needs to provide coaching and training sessions. Evaluate results fairly without favoritism and bias. Due credit should be given to the right employee. Good ambiance and pleasant approach in doing performance review contributes comfortable interaction. Let them be reminded always that their performance is being evaluated and should be taken personally. Be fair in giving feedbacks. Always let employee feel cared and valued for this will instill loyalty towards the company and will motivate them to work better or even at their best.

• Performance appraisal (PA) is a useful tool on accessing one employee on how he/she perform in a certain period. This can be a nerve-wrecking experience to any employee, exciting, it tackles the areas that needs improvement and best contributions to any organizations. Performance appraisal can really be quite tricky as some department heads/managers tend to favor some. This is where the value of an effective leader and fairness comes into play. An effective department heads/managers should be able to set their personal interest aside and give a just/fair performance appraisal to subordinates/employees. But somehow, performance appraisal is very important in the company because it could be an outlet to improve and develop the performance of an employee. To improve the PA, there should be regular coaching and feedback which helps the managers and supervisors focus on empowering employees and given them an opportunity to improve their individual performance. Also, performance appraisal is done to determine whether the employees should be retained, promoted or transferred. It can be the basis in wage or salary adjustments. Lastly, there is no perfect performance appraisal but it provides a rational basis for constructing a merit system and implementing strategic goals and performance expectations.

• Performance assessments enhance employee morale by motivating them to work harder to meet the organization's objectives. Businesses can use appraisals to establish guidelines for finding the best candidates for advancement, assessing employee strengths and weaknesses, and delivering constructive feedback. Employees that have a history of working hard or going above and beyond the call of duty are frequently recognized with performance reviews. Employers can track employee performance in a variety of methods, including regular one-on-one meetings and formal evaluations based on KPIs. Managers can use this information to assist their employees in charting a successful career path that includes improving their performance and learning new skills. Performance assessments are an important part of the talent management process because they ensure that businesses do all possible to keep high-performing personnel. A performance appraisal has the ability to boost employee engagement, communication, transparency, and recognition when it is given.

• Based on the article of Dr. Vito on the "Tips in Conducting Effective Performance Appraisal" it gives us the ideas on how to properly conduct a performance appraisal as an employer. A guide similar to a job interview which is more formal because the discussion will greatly affect the mindset of the employee.

  In the performance appraisal both employer and employee must set a target KPI (Key Performance Indicators) at the start of the year. Then during the evaluation or year end assessment the employer and employee must set a date to discuss and analysis the agreed KPI. The employee must be given the chance to rate his own performance and then the employer must also assess and evaluate the rating of the employee and the both parties must agreed on the common rate. Action plans to be prepared or to be discussed if there will be any KPI which have not attained or completed by the employee.

  In addition, the employer or the immediate superior must be sensitive enough on the reaction of the employee. He must properly convey the purpose and the benefits of the evaluation. He must not degrade any non-performance or deficiency of the employee.

• REACTION/INSIGHTS

  SUMMARY: TIPS IN CONDUCTING EFFECTIVE PERFORMANCE APPRAISAL

  Performance appraisal refers to the regular review of an employee's job performance and overall contribution to a company. Jojo Vito Ph.D., as stated in his column pinoybiz.com emphasize conducting effective Performance appraisal for the employee. There are some tips for Performance Appraisal before the review schedule a time and date for convenience for both parties. Review the references like job description and key performance indicator, documentation notes, feedback from external and internal customers, and current memos.
  During the review, explain the purpose and ask the employee for ideas on how to resolve the issue. Emphasize all aspects that are good for the organization. And the importance has Performance Improvement Plan. For closing and follow-up, end on a positive note sign the review as well the employee. And Follow-up developments on the Performance Optimization Plan.

  REACTION
  The organization should have an annual report for the performance of the employee. Performance Appraisal is one way to monitor the performance of the employees in the process of identifying, evaluating, and developing the work performance of the employees. The purpose is to help to achieve the goal and objectives of the organization. Here are some of my tips in Effective Performance focus on opportunities and growth, Focus on solving problems, Focus on the individual and avoid bias, lastly treat good performance with respect

• Effective Performance Appraisal will benefit both the management and the employee. the results of the appraisal will give the management idea what to improve on and or continue to develop in the performance of the employee. The employee will also be able to gauge himself and look at his performance objectively. This can also foster growth in the working relationship of the employee and the management. Unfortunately in my work experience, i was previously employed on short term (1yr-2yrs) projects and now currently connected with the LGU, performance appraisal is not conducted. With short term projects everything ends once the project is completed. With the LGU "Performance" is based on politics.

• Performance appraisal is an important process within the organization. It allows the managers to determine whether or not the employee is performing well or not. I would agree to the statement above that it “could be a dreaded experience to some who doesn’t have the skill to do it right”. One must be aware of the circumstances during the process of appraisal. On a positive note, performance appraisal can be used to determine whether your employees need trainings or upskilling to catch-up with uncertain work situations. In the end, performance appraisal is an important tool that can be used to help the company with its growth by evaluating the current performances of the employees.

• The article Tips in Conducting Effective Appraisal (pinoybizniz.com) by Dr. Mariaito "Jojo" Vito gave tips on administering performance appraisal. The author provided appraisal techniques before, during, and after to make it more effective.

  The discussion will be helpful to the management that is going to conduct a performance review. The process should have the preparation and planning for both employees and management. Performance appraisal is an essential strategy that will determine whether the staff is doing well or not. Also, after the coaching and training, it will answer if those strategies are effective. A professional HR manager and the management also challenge during this period. They have to provide feedback for their strong and weak employees in a pleasant way. They also have to avoid favoritism. Appraise their people according to their performance and not on their relationship. Besides, they have to keep a good setting and comfortable interaction during the assessment to ease employees. It is challenging for the management. They have to be fair and productive despite a hectic schedule and lots of works to do. Appreciating the employees and letting them feel to be valued is also one of their responsibilities. This strategy will instill loyalty towards the company and will encourage them to perform well as well.

  In conclusion, the management has a great responsibility in appraising employee's performance. They have to be fair, from addressing the weaknesses up to appreciating their people. Valuing people will boost their morale and relationship with the company that will result in productivity. Making them loyal will promote equity and save money than recruiting a new one. It is just a matter of appreciation, yet the impact affects the company negatively or positively depending on the management's approach.