Performance Appraisals Interview

Performance Appraisals

Figure 1 - HR Software (2018)

Introduction

Armstrong defines performance appraisal as “The formal assessment and rating of individuals by their managers at or after a review meeting” (Armstrong, 2009). A performance appraisal (PA) matches respectively employees real performance with his or her duties and performance standards. Managers use job analysis to study what these duties and standards are. (Dessler, 2003)

Measuring Performance

 Figure 1 - Indiana University (2018).

Generally PA is a bi-annual event. Similarly on a pre-designated day, the employee is called for an interview where the managers evaluate the employee’s current performance.  In this interview, employee’s previous appraisal report is examined and current performance is reviewed in comparison with any past recommendations, approvals and/or weaknesses identified. Findings of the appraisal could lead to increments and promotions. It could also lead to training or in some cases and inter departmental transfer.

Interview plays a key role in the appraisal process. Mikkelsen lists a number of common objectives for performance appraisal interviews. They include setting objectives, assessing organizational competence needs and individual career development ambitions and optimizing organizational and individual performance (Mikkelsen, 1998).

Purpose of PA are as deciding on promotions, increments, departmental transfer, recognize the need for training etc. PA interviews are not always successful. A study done in Sweden by Erika Sandlund and others have revealed that most employees try to maintain the “good employee” image during the interview and as a consequence fail to bring up problems they face (Sandlund et al, 2011).

Who Performs the Appraisal?
(Indiana, 2018)

Immediate Supervisor  / Higher Management	Performance appraisal done by an employee’s manager and often reviewed by a manager one level higher
Self-Appraisals	Performance appraisal done by the employee being evaluated, generally on an appraisal form completed by the employee prior to the performance review
Subordinate Appraisal	Performance appraisal of a superior by an employee, which is more appropriate for developmental than for administrative purposes
Peers (Co-Workers)	Performance appraisal done by one’s fellow employees, generally on forms that are complied into a single profile for use in the performance interview conducted by the employee’s manager
Evaluation Teams	Performance appraisal, based on TQM concepts, that recognizes team accomplishment rather than individual performance
360° Appraisals

References

Armstrong, M. (2009). Armstrong’s Handbook of Management and Leadership for HR. 11^th ed. UK: Kogan Page.

Dessler, G. (2003). Human Resource Management 13th ed. USA: Pearson Education, Inc.

Erica Sandlund et al. (2011) The Performance Appraisal Interview – An Arena for the Reinforcement of Norms for Employeeship. Nordic journal of working life studies (1)2. November 2011.

Indiana University (2018). Performance Appraisal. [online]. Available from: www.indiana.edu/~jobtalk/ppt/HRM/08PerformanceAppraisals.ppt [Accessed on 23rd June 2018 at 03:06am]

Mikkelsen, A. (1998) Medarbetarsamtal och lärande i organisationer. Lund: Studentlitteratur.