• Wed
  • Sep 24, 2014
  • Updated: 4:33am

HR Voices

PUBLISHED : Saturday, 10 October, 2009, 12:00am
UPDATED : Saturday, 10 October, 2009, 12:00am

How can performance appraisals be made more effective?

If you want to have effective performance appraisals, ensure there is open, two-way communication that allows employees to express their real feelings, expectations and concerns. The feedback may help staff development. Sometimes employees may surprise you with excellent ideas when they are encouraged. If you collect this information, make sure the company listens to these voices and reacts instead of filing information in cabinets. Each year, all our staff at supervisory or managerial grades are required to attend a workshop on effective appraisal. At the workshops participants learn best practices in annual performance appraisals, how to overcome obstacles and how to avoid miscommunication. They get the chance to gain a greater understanding of the culture and expectations of the company's appraisal system, and to align their evaluation standards on a more objective level. They can also share past experiences and good examples for others to follow.

Looking at the past and forward to the future are the objectives of our performance appraisal. Because two-way communication is necessary for an effective performance appraisal, employees are encouraged to participate in the appraisal and should understand its importance. Senior management should be objective to everyone. Personal opinions and judgments should not be included during evaluation as these may affect the appraisal's credibility. Appraisal results help identify those workers whose performance is better and should be rewarded. Through effective appraisal we can address the wrongs in the past and improve in the future. Performance appraisal can be considered an objective measurement tool to judge staff performance and set goals for improvement.

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