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Uses of Personal Appraisals

This document discusses the uses of personal appraisals and essentials of an effective performance appraisal. It outlines 7 uses of personal appraisals including career development, goal setting, performance reviews, skill enhancement, communication, self-awareness, and decision making. It then lists 5 essentials of an effective performance appraisal: clear goals, regular feedback, objective evaluation criteria, employee involvement, and constructive dialogue. Finally, it outlines the 4 steps in appraising performance: establishing standards, communicating standards, measuring performance, and comparing/discussing results.

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Jhenica Macapagal
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12 views

Uses of Personal Appraisals

This document discusses the uses of personal appraisals and essentials of an effective performance appraisal. It outlines 7 uses of personal appraisals including career development, goal setting, performance reviews, skill enhancement, communication, self-awareness, and decision making. It then lists 5 essentials of an effective performance appraisal: clear goals, regular feedback, objective evaluation criteria, employee involvement, and constructive dialogue. Finally, it outlines the 4 steps in appraising performance: establishing standards, communicating standards, measuring performance, and comparing/discussing results.

Uploaded by

Jhenica Macapagal
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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USES OF PERSONAL

APPRAISALS
USES OF PERSONAL APPRAISALS:
1. Career Development - Assessing your skills and
achievements helps identify areas for improvement and
sets the foundation for professional growth.

2. Goal Setting - Personal appraisals help in setting


realistic and achievable goals by understanding strengths
and weaknesses.
 3. Performance Reviews - Many organizations use self-
assessments as part of the employee performance review process
to gain insights from the employee's perspective.

 4. Skill Enhancement - Identifying areas of improvement allows


individuals to focus on developing specific skills that can benefit
their personal and professional life.

 5. Communication - Sharing self-assessment results can facilitate


open communication between employees and managers, fostering
a better understanding of individual contributions and challenges.
 6. Self-awareness - Regular self-evaluation promotes self-
awareness, enabling individuals to understand their values,
preferences, and work styles.

 7. Decision Making - Knowing your strengths and weaknesses


can aid in making informed decisions about career choices,
projects, or personal development opportunities.

 8. Motivation - Acknowledging achievements during a self-


appraisal can boost motivation and confidence, encouraging
individuals to continue their efforts.
ESSENTIALS OF AN
EFFECTIVE
PERFORMANCE
APPRAISAL
ESSENTIALS OF AN EFFECTIVE
PERFORMANCE APPRAISAL:
 1. Clear Goals: Clearly defined performance expectations and
objectives that employees should meet during a specific
period.

 2. Regular Feedback: Providing ongoing, constructive


feedback to employees about their performance to facilitate
continuous improvement.
3. Objective Evaluation Criteria: Using specific,
measurable, and unbiased criteria to assess employee
performance, avoiding subjective judgments.

4. Employee Involvement: Involving employees in the


appraisal process, encouraging self-assessment, and
considering their input on goals and development plans.
5. Constructive Dialogue: Fostering open and honest
communication between managers and employees,
creating a platform for discussing achievements,
challenges, and future goals.

6. Focus on Strengths and Improvement Areas:


Recognizing and reinforcing positive performance while
addressing areas that need improvement, promoting a
balanced approach.
STEPS IN
APPRAISING
PERFORMANCE
STEPS IN APPRAISING
PERFORMANCE:
1. Establishing performance standards
2. Communicating the standards
3. Measuring the actual performance
4. Comparing actual performance with desired
performance
5. Discussing results [Feedback]
JOB
EVALUATION
Job evaluation is the systematic
process of assessing the value or
worth of different jobs within an
organization.
Objective of Job Evaluation
 Its primary objectives are to establish fair
and equitable compensation structures,
ensure internal consistency, and facilitate
effective HR management.
Principles of Job Evaluation:
1. Equity: Treat similar jobs equally in terms of
their value and compensation.
2. Objectivity: Use standardized criteria and
evaluation methods to ensure consistency.
3. Relevance: Evaluate jobs based on their
requirements and contributions to organizational
success.
THANKYOUUU!!!
Group 2:
Jhun Rey Aberjedo
Jhenica Macapagal
Kristine Noble
Ken Hardee Revilla

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