Performance Apprasial
Performance vs. Attitude
Sarah Smith
BUS303- Human Resource Management
Instructor: Niccolle Johnson
March 25, 2013
Performance vs. Attitude The goal of a company is to create a successful business, and have a workforce that enjoys coming to work to increase productivity and efficiency with the product the company is trying to sell. Hiring individuals to manage over these employees is never easy, the company needs someone who has the same goals they have, and someone who will follow through with these goals. Performance appraisal is the process through which employee performance is assessed, feedback is provided to the employee, and corrective action plans are designed (Youssef, 2012). As employees we walk through the doors of our companies and expect to be watched, and evaluated on our performance, and how we conduct ourselves within the company guidelines. Performance appraisals are used for many reasons, however, in this paper we will explore some of the most important issues performance appraisals can have on a company, especially if they are conducted improperly or at all. As an employee your main goals are to move up within the company, and also receive the wages you believe you are worth. What are you willing to do as an employee to ensure your spot within a company?
When it comes to a company’s success the employees are at the front line to ensure your consumers are satisfied with their experience. Performance appraisal is an investment for the company for many reasons. When a supervisor sits down to start each employees performance evaluation they have the opportunity to discuss with the employees strengths and weakness, what areas the individual excels in, and what areas need some improvement. As managers we need to help our employees be the best they can so they can grow as individuals, plus grow as an employee into a potential manager themselves. Employees just want communication and they want to feel like they are being involved; as long as
Sarah Smith
BUS303- Human Resource Management
Instructor: Niccolle Johnson
March 25, 2013
Performance vs. Attitude The goal of a company is to create a successful business, and have a workforce that enjoys coming to work to increase productivity and efficiency with the product the company is trying to sell. Hiring individuals to manage over these employees is never easy, the company needs someone who has the same goals they have, and someone who will follow through with these goals. Performance appraisal is the process through which employee performance is assessed, feedback is provided to the employee, and corrective action plans are designed (Youssef, 2012). As employees we walk through the doors of our companies and expect to be watched, and evaluated on our performance, and how we conduct ourselves within the company guidelines. Performance appraisals are used for many reasons, however, in this paper we will explore some of the most important issues performance appraisals can have on a company, especially if they are conducted improperly or at all. As an employee your main goals are to move up within the company, and also receive the wages you believe you are worth. What are you willing to do as an employee to ensure your spot within a company?
When it comes to a company’s success the employees are at the front line to ensure your consumers are satisfied with their experience. Performance appraisal is an investment for the company for many reasons. When a supervisor sits down to start each employees performance evaluation they have the opportunity to discuss with the employees strengths and weakness, what areas the individual excels in, and what areas need some improvement. As managers we need to help our employees be the best they can so they can grow as individuals, plus grow as an employee into a potential manager themselves. Employees just want communication and they want to feel like they are being involved; as long as
References: Management Guide (2012). Performance Appraisal. Retrieved on March 25, 2013 from: http://www.managementstudyguide.com/performance-appraisal-bias.htm Youssef, C. (2012). “Human resource management”. San Diego, CA: Bridgepoint Education. Retrieved on March 24, 2013 from: https://content.ashford.edu/books/AUBUS303.12.1/sections/sec6.2