{"id":2774,"date":"2022-09-22T06:11:00","date_gmt":"2022-09-22T06:11:00","guid":{"rendered":"http:\/\/blog.synergita.com\/?p=2774"},"modified":"2022-09-22T06:11:00","modified_gmt":"2022-09-22T06:11:00","slug":"performance-appraisal-process-performance-appraisal-characteristics","status":"publish","type":"post","link":"https:\/\/newtest.synergita.com\/blog\/performance-appraisal-process-performance-appraisal-characteristics\/","title":{"rendered":"Performance Appraisal Characteristics"},"content":{"rendered":"<div class=\"wp-block-spacer\" style=\"height: 10px;\" aria-hidden=\"true\">\u00a0<\/div>\n<h2><strong><span style=\"font-size: 18px;\"> Performance Appraisal<\/span><\/strong><\/h2>\n<div class=\"wp-block-spacer\" style=\"height: 10px;\" aria-hidden=\"true\">\u00a0<\/div>\n<p>Performance Appraisal is when and where the employee\u2019s job performance is assessed and discussed by his\/her manager. On the day of meeting\/discussion, the manager highlights what the employee was good at and also covers areas that could have gone better. The meeting either ends with employee moving a step ahead professionally or as a motivating session that helps employee better his\/her works at all times in the future.<\/p>\n<div class=\"wp-block-spacer\" style=\"height: 10px;\" aria-hidden=\"true\">\u00a0<\/div>\n<p><a href=\"https:\/\/blog.synergita.com\/wp-content\/uploads\/2015\/09\/performance-appraisal-process_paint.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter  wp-image-2776\" src=\"https:\/\/blog.synergita.com\/wp-content\/uploads\/2015\/09\/performance-appraisal-process_paint.jpg\" alt=\"performance appraisal process_paint\" width=\"521\" height=\"646\" srcset=\"https:\/\/newtest.synergita.com\/blog\/wp-content\/uploads\/2015\/09\/performance-appraisal-process_paint.jpg 440w, https:\/\/newtest.synergita.com\/blog\/wp-content\/uploads\/2015\/09\/performance-appraisal-process_paint-242x300.jpg 242w\" sizes=\"(max-width: 521px) 100vw, 521px\" \/><\/a><\/p>\n<div class=\"wp-block-spacer\" style=\"height: 20px;\" aria-hidden=\"true\">\u00a0<\/div>\n<h1><strong><span style=\"font-size: 18px;\"> How Performance Appraisal System should be?<\/span><\/strong><\/h1>\n<div class=\"wp-block-spacer\" style=\"height: 10px;\" aria-hidden=\"true\">\u00a0<\/div>\n<p>A performance appraisal system should neither be derailing nor misleading the employees, as this might lead to bring down employee\u2019s career. Also, the appraisal process can shake the organization structure leading to high attrition rate, critical positions left unfilled for long, declining company growth and low\/reduced profitability.<\/p>\n<div class=\"wp-block-spacer\" style=\"height: 10px;\" aria-hidden=\"true\">\u00a0<\/div>\n<p><a href=\"https:\/\/blog.synergita.com\/wp-content\/uploads\/2015\/09\/mistakes-performance_paint.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter  wp-image-2778\" src=\"https:\/\/blog.synergita.com\/wp-content\/uploads\/2015\/09\/mistakes-performance_paint.jpg\" alt=\"Boss leads employees to the wrong way\" width=\"359\" height=\"297\" srcset=\"https:\/\/newtest.synergita.com\/blog\/wp-content\/uploads\/2015\/09\/mistakes-performance_paint.jpg 500w, https:\/\/newtest.synergita.com\/blog\/wp-content\/uploads\/2015\/09\/mistakes-performance_paint-300x248.jpg 300w\" sizes=\"(max-width: 359px) 100vw, 359px\" \/><\/a><\/p>\n<div class=\"wp-block-spacer\" style=\"height: 10px;\" aria-hidden=\"true\">\u00a0<\/div>\n<p>An ideal Performance appraisal system should be beneficial to both the organization and the employees helping them grow along his\/her career graph, provide necessary assistance, motivating at tough times, recognizing and appreciating good work.<\/p>\n<div class=\"wp-block-spacer\" style=\"height: 10px;\" aria-hidden=\"true\">\u00a0<\/div>\n<p><a href=\"https:\/\/blog.synergita.com\/wp-content\/uploads\/2015\/09\/succession-planning_23_paint.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter  wp-image-2788\" src=\"https:\/\/blog.synergita.com\/wp-content\/uploads\/2015\/09\/succession-planning_23_paint.jpg\" alt=\"succession planning_23_paint\" width=\"552\" height=\"311\" srcset=\"https:\/\/newtest.synergita.com\/blog\/wp-content\/uploads\/2015\/09\/succession-planning_23_paint.jpg 600w, https:\/\/newtest.synergita.com\/blog\/wp-content\/uploads\/2015\/09\/succession-planning_23_paint-300x169.jpg 300w\" sizes=\"(max-width: 552px) 100vw, 552px\" \/><\/a><\/p>\n<div class=\"wp-block-spacer\" style=\"height: 20px;\" aria-hidden=\"true\">\u00a0<\/div>\n<h1><strong><span style=\"font-size: 18px;\"> Characteristics of Performance Appraisal System<\/span><\/strong><\/h1>\n<div class=\"wp-block-spacer\" style=\"height: 10px;\" aria-hidden=\"true\">\u00a0<\/div>\n<p>Performance appraisal process needs to be a simple and an easy approach for all the employees to understand and adhere to the methodology.<\/p>\n<div class=\"wp-block-spacer\" style=\"height: 10px;\" aria-hidden=\"true\">\u00a0<\/div>\n<h4><strong><span style=\"font-size: 18px;\"> The following encompasses ideal characteristics of an appraisal system<\/span><\/strong><\/h4>\n<div class=\"wp-block-spacer\" style=\"height: 10px;\" aria-hidden=\"true\">\u00a0<\/div>\n<h5><strong><span style=\"font-size: 18px;\"> 1. Clear Objectives<\/span><\/strong><\/h5>\n<div class=\"wp-block-spacer\" style=\"height: 10px;\" aria-hidden=\"true\">\u00a0<\/div>\n<p>Organizations differ in terms of work, size, resources, needs and environment, but every organization will have set of objectives to be achieved end of the year. The goals should be well defined and communicated to every employee at the organization. This will align employee towards organization goals. The goals should be set taking into account organization-employee compatibility and scope of the employees to attain the goals. Thus the goal\/objective of the appraisal system should be clear, specific and tailor-made for the company.<\/p>\n<div class=\"wp-block-spacer\" style=\"height: 10px;\" aria-hidden=\"true\">\u00a0<\/div>\n<h5><strong><span style=\"font-size: 18px;\"> 2. Reliable and Valid<\/span><\/strong><\/h5>\n<div class=\"wp-block-spacer\" style=\"height: 10px;\" aria-hidden=\"true\">\u00a0<\/div>\n<p>Appraisal system should be fair and ethical, to make the organization attain pinnacle of success. This can be made possible only when the data is valid and reliable. The data here is nothing but the goal against employee outcome, time taken to accomplish the goal and status of the goal. All this data must be recorded and documented for every employee performance. Collation of this data showcases complete employee performance on the appraisal day and will be real time, reliable data.<\/p>\n<div class=\"wp-block-spacer\" style=\"height: 10px;\" aria-hidden=\"true\">\u00a0<\/div>\n<h5><strong><span style=\"font-size: 18px;\"> 3. Developmental<\/span><\/strong><\/h5>\n<div class=\"wp-block-spacer\" style=\"height: 10px;\" aria-hidden=\"true\">\u00a0<\/div>\n<p>The manager should not go judgmental on employee performances. The manager should be able to analyze employee skills, capabilities and his\/her approach towards work. The manager must take care of every developmental need of employee to uncover hidden potential. Only when the manager has a clear understanding of the employee capabilities, he can fine tune employee performances and help him\/her grow professionally; wisely playing on employee\u2019s strengths at the same time addressing any areas of improvements needed.<\/p>\n<div class=\"wp-block-spacer\" style=\"height: 10px;\" aria-hidden=\"true\">\u00a0<\/div>\n<h5><strong><span style=\"font-size: 18px;\"> 4. Training<\/span><\/strong><\/h5>\n<div class=\"wp-block-spacer\" style=\"height: 10px;\" aria-hidden=\"true\">\u00a0<\/div>\n<p>There will be employees in every organization who will need assistance and support to work better. The manager should be able to identify those employees who need proper assistance and training. After sorting out employees based on the level of training they require, the manager should guide and motivate them. The manager should ultimately help every individual perform better on the current role and get him\/her prepared to move to the next level professionally.<\/p>\n<div class=\"wp-block-spacer\" style=\"height: 10px;\" aria-hidden=\"true\">\u00a0<\/div>\n<h5><strong><span style=\"font-size: 18px;\"> 5. Standardization<\/span><\/strong><\/h5>\n<div class=\"wp-block-spacer\" style=\"height: 10px;\" aria-hidden=\"true\">\u00a0<\/div>\n<p>The appraisal process is very common in all organizations but the strategies might differ from one to another. Whatever the method the organization picks up, it should be well defined. If performance is assessed frequently and appraisal is carried out either monthly or at least once a quarter, the appraisal process is said to be how it should be. Appraisal process is as similar as an employment policy that must follow standard organization procedures. Employees who go around the procedures ethically are identified and encouraged.<\/p>\n<div class=\"wp-block-spacer\" style=\"height: 10px;\" aria-hidden=\"true\">\u00a0<\/div>\n<figure class=\"wp-block-image aligncenter size-full\"><a href=\"https:\/\/www.synergita.com\/book-a-demo.html?utm_source=Blog&amp;utm_medium=signup-button&amp;utm_campaign=blog-signup\" target=\"_blank\" rel=\"noreferrer noopener\"><img decoding=\"async\" class=\"wp-image-8902\" src=\"https:\/\/localhost\/synergitablognew\/wp-content\/uploads\/2022\/03\/Try-a-demo-Synergita-1.png\" alt=\"Try a demo - Synergita\" \/><\/a><\/figure>\n<div class=\"wp-block-spacer\" style=\"height: 10px;\" aria-hidden=\"true\">\u00a0<\/div>\n<h6><strong><span style=\"font-size: 18px;\"> PERFORMANCE APPRAISAL CHARACTERISTICS<\/span><\/strong><\/h6>\n<div class=\"wp-block-spacer\" style=\"height: 10px;\" aria-hidden=\"true\">\u00a0<\/div>\n<p><a href=\"https:\/\/blog.synergita.com\/wp-content\/uploads\/2015\/09\/characterisitcs-of-performance-appraisal_paint.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter  wp-image-2781\" src=\"https:\/\/blog.synergita.com\/wp-content\/uploads\/2015\/09\/characterisitcs-of-performance-appraisal_paint.jpg\" alt=\"characterisitcs of performance appraisal_paint\" width=\"625\" height=\"597\" srcset=\"https:\/\/newtest.synergita.com\/blog\/wp-content\/uploads\/2015\/09\/characterisitcs-of-performance-appraisal_paint.jpg 592w, https:\/\/newtest.synergita.com\/blog\/wp-content\/uploads\/2015\/09\/characterisitcs-of-performance-appraisal_paint-300x286.jpg 300w\" sizes=\"(max-width: 625px) 100vw, 625px\" \/><\/a><\/p>\n<p>\u00a0<\/p>\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u00a0 Performance Appraisal \u00a0 Performance Appraisal is when and where the employee\u2019s job performance is assessed and discussed by his\/her&#8230;<\/p>\n","protected":false},"author":9,"featured_media":2782,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[25],"tags":[518,26,519,229,47],"ppma_author":[174],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Effective Employee Performance Appraisal: Characteristics &amp; Features | Synergita Blog<\/title>\n<meta name=\"description\" content=\"Effective employee performance appraisal characteristics describe how an appraisal system should function in an organization.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/newtest.synergita.com\/blog\/performance-appraisal-process-performance-appraisal-characteristics\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta 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