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Human Resources Management T 5 Reward, Appraisal and Performance Management. Definition of PA (ACAS, 2003).
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T 5 Reward, Appraisal and Performance Management
Regular recording of an employee’s performance, potential and development needs. The appraisal is an opportunity to take an overall view of work content, loads and volume, to look back on what has been achieved during the reporting period and to agree objectives for the next.
“A way of giving feedback”
A process for sharing and understanding about what needs to be achieved and then managing and developing people in a way that enables such shared objectives to be achieved.
“Sharing common values”
“Process owned and driven by line managers”
A device/tool that ensures that managers manage effectively, i.e. the employees:
- Know and understand what is expected of them
- Have the skills necessary to deliver on these expectations
- Are supported by the organization to develop in order to meet these expectations
- Are given feedback on performance
- Have the opportunity to discuss and contribute to individual and team aims and objectives
To improve current performance
To provide feedback
To increase motivation
To solve job problems
To let employees know what is expected of them
To clarify objectives
To award salary increases
To provide for rewardsUse of Performance Appraisal
Work study tradition
Rewards for achievement
Human relations school
Select, train, motivate and lead well
“HRM” style?How ?Depends on your view of management…..
areas of pay and
areas of promotion,
Value of money
What am I worth?
Am I paid fairly?
What else rewards me?
Value for moneyEmployer perspective
Performance Management systems seek to link the needs of the employer for specific levels and standards of performance to the motivation and reward of staff. Relies heavily on appraisal as a key tool in the management of performance.
Cost of living increase
TU negotiated rise
Tips & commission
Pride in organizational membership
Sense of doing a good job
Steers and Porter. Also, see Kessler, (in Storey 2001) etc.
‘Not connecting appraisal with reward would result in not taking the appraisal process seriously, because without their clear bond, appraisal would be as “firing blanc bullets’”