Review video: https://www.youtube.com/watch?v=Jln-liAnN8Y What are some common mistakes that are made in the performance appraisal process? How can they be avoided? What are the mistakes that are made in the video? How could they have been avoided? 2. Consider the topics that are usually covered in a performance review; select one topic and explain why it is an important element of reviewing employee performance. Do you believe that performance appraisals are an effective tool for developing a quality workforce? Why or why not?

1. Some of the common mistakes made in the Performance appraisal process are:
Forming opinion on recent performance: Usually the performance review is done half yearly or annually so all the projects, targets and goal achievement should be analysed for the entire time period but it’s one of the most common human tendency to remember only the recent performance of the employee which can cause error in judgement.
This mistake can easily be avoided by preparing a detailed report by employee on the projects and tasks they were involved in throughout the time period including the details on how the deadlines were achieved and timelines of outputs which were delivered. This will give a base to the manager to understand and analyse the entire year performance in one go.
2. Insufficient listening: The managers should listen to employee’s point of view after they give their feedback so that revaluation can also be considered if required of the performance.. Employee has the right to put across their explanation against the appraisal feedback and if the manager does not give them proper attention, they feel ignored and undervalued in the organization.
It can be avoided when manager gives employee sufficient time to respond to each and every feedback especially the negative ones.
3.Generalization: If the employee behaviour is good or bad in some other aspect unrelated to their work, it sometimes influences manager’s decision during performance appraisal. If the employee is friendly and helpful with entire staff, it sometimes creates a positive bias in manager’s mind to ignore some inefficiency displayed by employee at work. Any misbehaviour or arrogance by an employee can also negatively influence an employee’s appraisal even if they are perfect in their job deliverables.
The sole way to avoid this mistake is by evaluating employee performance area wise and taking a sum total of all the feedbacks section wise.
4. Following a mean scale: Most managers are undecided and to avoid any confrontation, they prefer to give a mean score to most of the employees.
To avoid such scenarios, objectivity should be increased in performance appraisal and section wise rating should be given to employees along with the reason for giving the said rating.
5.Extreme leniency or severity: Some managers are highly strict and rate all the employees below average keep goal setting extremely high while some mangers are extremely lenient resulting in high scores being awarded for most employees without any explanation for the said rating.
Such scenarios can be avoided by use of bell curve rating method where few employees have to be rated high and few have to be rated low while most employees can have average ratings. Managers are forced to analyse the rating for their employees so as to fulfil the bell curve condition
The mistake made in this video are:
Insufficient listening: Manager did not focus on the project details provided by employee for performance review and got distracted with personal phone call. The Manager should have kept his phone on silent mode and avoided taking any personal calls to prevent such scenarios.
Generalization: The manager had bias towards employee’s below par performance in a recent project which clouded his judgement of other projects. He did not check details of other projects so as to give an overall review but based the feedback on low performance of one project.
2. Topics usually covered in performance review are:
Planning for review
Setting Goals and expectations
Frequent observation and documentation for progress tracking
Appraisal against targets met and feedback
Improvement and training plans to fill gaps
Next cycle goal setting as per last performance
The most important element of reviewing performance of any employee is the initial goal setting. It decides the target and the path to achieve the target. The remaining steps are arranged around the achievement of this most important topic. Once the exact goals and targets are set, it becomes easier to analyse the progress and makes the entire performance appraisal process very objective and unbiased.
Performance appraisals are an effective tool for developing a quality workforce because it helps to align the employee performance as per the company targets. It can easily be used to monitor employees, motivate them to perform better, correct their issues, identify their skill gaps and train them accordingly for their up skilling. It not only is beneficial to employee but also to company keeping them both focussed towards a common target
 
“Looking for a Similar Assignment? Get Expert Help at an Amazing Discount!”

What Students Are Saying About Us

"Order a Custom Paper on Similar Assignment! No Plagiarism! Enjoy 20% Discount"