A company’s manual for its supervisors instructs the following regarding perform

Question

A company’s manual for its supervisors instructs the following regarding performance appraisals: Conducting performance appraisals is a very important part of your job as supervisor. Be sure to consider all aspects of employees’ jobs when appraising their performance. It is best to approach the appraisal with an open mind and to not consult other documents or individuals. To keep the appraisal simple, rate each employee on the following dimensions, using a 1-7 scale (1, low-performing; 7, high-performing): quality of work; motivation; attitude; reliability. Be sure to include an overall rating of the employee’s performance. Avoid including negative statements and criticism that might be upsetting to employees. If employees wish to talk about their appraisals, then briefly meet with them to explain your ratings.

Identify and discuss three problems with the guidance provided in the supervisor’s manual.

Explanation / Answer

1. An appraisal system must consist of targets and objectives for the next cycle.: In this manual there is no such information is mapped. It is necessary to convey the next level expectation and KPI's .

2. 360 degree feed back mechanism is not fully covered: A good appraisal system must comprises of 360 degree evaluation analysis that has employees slef rating as well. In this manual only a discussion with employees, that too if employee wish to talk. There should be a mandatory field of self evaluation and can give some weightage like (10%) for the same.

3. Be specific about the parameters: In evaluation parameteres ( Quality of work, Motivation etc)., the parameters has to be eloborated properly to understand the depth required for rating the same. Quality is a relative word. Thus quality of work in terms of timely delivery or perfectness in the production he involved or execution level quality etc. Thus each parameters has to be su divided according to the requirement of different class/department of employees. Thus lack of clarity in evaluation parameter is there in the current manual.

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