Answer EACH of the six (6) questions separately (include the question with each

Question

Answer EACH of the six (6) questions separately (include the question with each response). The paper needs in-depth research and analysis to show understanding and knowledge of the points raised by the author/s in relationship to the Performance Appraisal process. Note: the Christiansen (2015) article, along with two to three outside academic sources, are required as references for the following questions: 1. Why was the performance appraisal first established? What was its purpose? 2. What are the problems with the Annual Review and how can it be fixed? 3. What type of Performance Review provides the best feedback? (based on academic data) 4. Link the Performance Review to Compensation. What is the connection between the Performance Appraisal and Compensation? 5. Find at least three companies from the Christiansen (2015) article and another source who use Compensation perks that drive performance. More extensive research may be needed. Use your search skills. A minimum of three companies and what compensation perks they provide their employees. 6. After you finished your research describe in your words what you feel is the best Performance Appraisal method and why?

Explanation / Answer

1. Performance appraisel is the regular review of the employee's job performance and overall contribution to the company . It evaluated the employee's skills , achievements and growth or lack thereof. .It is used to give feedback about employee to superiors.

earlier employee's used to do hard work and yet they were not given the credit for that , thus they used to leave the company , so to prevent that , company's started the performance appraisel

it was necessary to measure the employee's training , as then only the employees wil learn things and work hard work and will do a good work and making the employer sure that the training provided is efective

there was lack of communiction between an employee and his supervisor , and thus when a problem arrived , they talk about it an performance appraisel works as a communication channel between them

2PROBLEMS WITH ANNUAL REVIEW

these are done annually : employee needs a regular motivation , feedback and goal planning , to perform better at job

performance appraisel as a lecture : managers who dont know better , they just have a one-way communication with employees , instead of listening to them about how well they did in the year and how they can be improved

?performance appraisel and pay : often employees , links both of them , it looses the employees capability to learn and grow

undoing these steps can help in fixing the problems

3. There are many types of reviews like:

annually    binually    quaterly 360 degree 720 degree

360 degree is the best review as it helps in knowing the overall performance of employee , by 360 means, from all the sides, client , colleagues, supervisor and subordinates. This process doesn't leave out anything , it measures from every possible way .

720 degree is the same but just doing the process twice , first before the project/ training and then after .

4. YES , PERFORMANCE REVIEW AND COMPENSATION are related to each other , as at the end of the year, employee's work contribution and their personal development is calculated or assessed. If the superiors feels that they made a sufficient progress during the time period , then they get compensated i.e. there is an increse in the salary .

Performance review is to improve the performance of the employees, they compare themselves with others and if they gets a raise then they feel a competitiveness , as when money enters a situation then it consumes the process

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