FREE online courses on CRM - Developing People-The Key To Success - Appraise
We all have stories about
rookies who made the grade. But
first impressions
tend to linger, long after the person in our memory no longer exists:
Standing in his place is now a
savvy, street-smart, well-trained closer of difficult deals!
People change and develop, but some may have a late
spring,
like Miss Jean Brodie, who always exclaimed
“…an' me in me prime!”
( Muriel Spark: “
The Prime of Miss Jean Brodie”).
Since career development is
too vital to leave to the tender mercies of first impressions and memory, you
should record progress to
keep perceptions of staff up-to-date.
·
Record of special achievements
·
Training courses attended
·
Goals vs. achievement record, with degree of
excellence/ details
·
Regular (departmental) appraisal
·
Training program pre and de-briefing record
·
Progress record (you should read, analyze and give
feedback)
·
Maintain/ prepare summary on suitable summary for special occasions e.g.
promotion short-lists, transfers, more training, etc.
The
advantage of such records is that even turnover at management levels
will not affect, rather enhance, objectivity
and employee's job security.
QUESTIONS:
1.
Why is performance appraisal necessary in an
organization?
2.
What is your opinion of formal appraisal systems? How
does one prevent their tendency to decay into mere exercises preliminary to
release of annual increments?
