Types of Employee Appraisal (HL IB Business Management)

• Feedback & Communication
  • Structured platform for managers to give constructive feedback on employee performance
  • Open & honest communication helps to address concerns & set expectations

• Subjectivity

  • Can be influenced by personal biases or prejudices of the appraiser
  • Managers may evaluate employees differently based on personal relationships or perceptions

• Performance Improvement

  • Identifies where employees may need training, development or support to improve performance
  • Encourages self-awareness and self-improvement

• Anxiety & Stress

  • Employees may fear feedback or potential negative consequences
  • High-stakes appraisals can lead to demotivation or performance anxiety

• Recognition & Motivation

  • Recognises & rewards employees for their achievements & contributions
  • Opportunity to acknowledge employees' hard work & dedication

• Time-Consuming

  • Takes both managers and employees away from other productive work
  • Filling out forms and conducting meetings can be cumbersome

• Decision-Making
  • Supports decisions related to promotions, salary increases & bonuses based on merit
  • Identifies high-potential employees for leadership development

• Inaccuracies

  • May not accurately reflect an employee's performance due to a lack of objectivity
  • The process may fail to capture the full range of an employee's contributions and skills

Ongoing Feedback

• It is conducted continuously throughout the period of employment or training
• Workers receive feedback on their progress, identify areas for improvement and make necessary changes to enhance performance

Improvement-Oriented

• The primary goal is to help workers make improvements
• Provides insights into what is/is not working well

No or Low Stakes

• Assessments in formative appraisal do not heavily impact a worker's employment
• Minimal pressure on employees encourages them to focus on improvement 

Timely Feedback

• Specific, constructive and actionable feedback is provided promptly
• Workers can use it to make immediate improvements

Employee Involvement

• Employees are encouraged to be actively involved in the process
• They may self-assess, set goals and reflect on their own progress towards goals

Endpoint Assessment

• Summative appraisal occurs at the end of the year, cycle or project
  • Teacher performance is appraised following the publication of examination results
  • Performance of sales staff is often measured monthly or quarterly

Evaluation of Achievement

• It focuses on the overall outcomes and results achieved by the employee
  • Teacher performance is measured against the results achieved by students in examinations
  • Performance of sales staff is usually measured against the volume or value of sales achieved

High-Stakes

• It can have significant consequences such as determining pay, promotion or continued employment

• Evaluate an employee's performance and contributions

• Identify areas for improvement and help employees improve their skills

• Assist individuals in career planning and advancement within the organisation

• Assess and develop leadership and managerial skills

Achievements

• Employee describes accomplishments and contributions made during a specific period
  • This may include projects completed, goals met or tasks successfully accomplished

Strengths

• Employee identifies strengths, skills and capabilities that have been valuable to the organisation

Areas for Improvement

• Weaknesses or areas where the worker believes they can make positive changes are identified
  • This may include acquiring new skills, addressing specific shortcomings or improving behaviours

Goals & Development Plans

• Set goals for future improvement and outline plans to achieve them
  • This may include training or skills development

Self-Reflection

• Employee reflects on their overall performance
  • Evaluates how it aligns with organisational goals/values