Performance Appraisals

Importance of Employee Appraisals to Companies

Evaluation and counseling is important not only to the immediate job at hand, but also in anticipating the needs of the organization in the future. By evaluating an employee's strengths and weaknesses, and by considering the needs of the organization in the future, a strong manager will be able to help develop employees who are able not only to help the organization meet its current needs, but also to fulfill the organization's future needs. There is also reward for the subordinate who, with the assistance of his manager, is able to cultivate skills which will help

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when evaluating employees. If objectives are carefully structured, the organization and the individual both profit from achieving the objectives; however, carelessly developed objectives can be difficult to attain and may result in a decrease in motivation by the employee. Benefits of Good Evaluation Processes A good evaluation process not only identifies an employee's strengths and weaknesses, but also has a mechanism for improving the weaknesses and playing on the strengths. This feedback, or counseling, can be a critical part of the evaluation process and one which can be highly effective in developing professional skills among workers. When a new employee is hired, having a strong performance evaluation process in place can be a success factor critical both to the employee and the organization. For the employee, working with the manager to identify quantifiable objectives provides a sense of purpose and direction during what can often be the confusing first months on a job. From the employer's standpoint, establishing objectives from the beginning eliminates miscommunication in the future, and ensures that the new employee is working on projects which are in concert with the company's overall goals (Lee 44). It is not
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Some common words found in the essay are:
Sagie Koslowsky, Task Understanding, Employee Improvement, Companies Evaluation, Evaluation Processes, Introduction Performance, Conclusion Employee, Hellriegel Slocum, Simonds Bell, Evaluation Techniques, performance evaluation, employee appraisals, rating technique, organizational behavior, task performed, performance appraisals, strengths weaknesses, evaluation process, employee's strengths weaknesses, employee's strengths, employee appraisals companies, evaluate employees, performance evaluation techniques, critical incident technique,
Approximate Word count = 2100
Approximate Pages = 8 (250 words per page)

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