B. Communicating those standards. Often, managers assume that employees

Be understandable and reasonable.

A. Establishing performance standards. This is a crucial step. Standards must

APPRAISING EMPLOYEE PERFORMANCE

Text A

(1) All managers must supervise employees. One of the most essential characteristics of management is getting work done through others. Therefore, managers must be able to determine whether or not their workers are doing an effective and efficient job with a minimum of errors and disruptions. Such a managerial task is called a performance appraisal. A performance appraisal is an evaluation of an individual’s job against established standards in order to make decisions about promotions, compensation, additional training, or firing. It requires standards of acceptable job performance.

(2) Performance appraisals consist of the following steps:

know what is expected of them, but such assumptions are dangerous at

best. Employees must be told clearly and precisely what the standards and

expectations are and how they are to be met.

c. Evaluating performance. If the first two steps are done correctly, performance

evaluation is relatively easy.

d. Discussing results with employees. Most people will make mistakes and fail

to meet expectations at first. It takes time to learn a new job and do it well.

Discussing an employee’s successes and areas that need improvement is an

opportunity to be understanding and helpful and to guide the employee to

better performance. Additionally, the performance appraisal can be a good

source of employee suggestions on how a particular task could perhaps be

better performed. Employees know their jobs often better than anyone else.

It’s important for the manager to remember that employees are not to blame

When standards are not met. An astute supervisor will learn that top

management asks four questions when employees don’t do well: (1) who

hired them? (2) who trained them? (3) who motivates them? (4) who should

be fired if they fail? The answers make it pretty clear that supervisors are

responsible for performance through others.

e. Taking corrective action. As a control technique, effective performance

appraisal involves information, and corrective action. A manager should

always remember that the keyword in evaluating an employee’s job

successes is performance. So, the performance appraisal is an appropriate

time for a manager to take corrective action and to help the employee

perform his or her job better.

f. Using the results to make decisions. Decisions about promotions,

compensation, additional training, or dismissal are all based on performance

evaluations. An effective performance appraisal system is a way of satisfying

certain legal conditions concerning promotions, compensations and firing

policies.

(3) To make appraisals more meaningful a manager should remember the

following “golden rules”:

a) Don’t attack the employee personally. Critically evaluate his or

her work.

b) Do allow sufficient time, without distractions (take the phone off,

close the office door) for appraisal.

c) Don’t make the employee feel uncomfortable or uneasy. Never

conduct an appraisal where other employees are present.

d) Do include the employee in the process as much as possible. Let the

employee prepare a self-improvement program.

e) Do end the appraisal with positive suggestions for employee

improvement.

(4) If these steps are done correctly, performance appraisal is effective. The primary purpose of conducting a performance appraisal is to increase employee performance. The measure of any employee’s work is results. Were the objectives met or not? That is what performance appraisals are for at all levels of the organization.

Примечаниe:

communicate (v)зд, сообщать, уведомлять, передавать

disruption (n) срыв, спад, перерыв (в производстве)

promotion (n) продвижение по службе

assume (v) предполагать, допускать

match (v) соответствовать

astute (adj) проницательный

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Дата добавления: 2014-12-27