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Industrial & Organisational : Introduction : Personnel psychology : Organizational psychology : Work environment

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One phase of the annual performance management cycle is performance appraisal, the process of reviewing employee performance, setting new performance objectives, documenting the review, and delivering the review verbally in a face-to-face meeting. Performance appraisal has been around for hundreds of years, as it is only human nature to evaluate fellow colleagues.

Performance appraisals are also effective and useful during the beginning period of employment at set intervals or when an employee changes job duties. Suggested time periods include three and six month appraisals during this time the employee is learning the expectations of the job and the company.

Annual performance reviews are typically intended to:

• give feedback on performance
• set new performance objectives
• justify personnel decisions such as salary actions

Good performance management assumes that the performance appraisal does not introduce new ideas to the employee. Effective management requires timely feedback to an employee - not 9 months after an event occurs. A performance appraisal should be a recap of the time period for which the review is based.

Although performance appraisal can highlight the above issues for an organisation, it can also be viewed by employees as something that may harm their position or job security. Therefore a distrustful and adverse relationship may form between manager and employee which could be detrimental to the overall performance of the organisation.

See also appraisal.

[edit] Models of feedback

A useful model in which to apply feedback is known as B.O.F.F or BOFF

• Behaviour - describe the behaviour you wish to provide feedback on
• Outcome - describe the result of the behaviour in question
• Feeling - how the behaviour / result made you feel
• Future - what you expect in the future

Goals set during the performance appraisal should follow the SMART system to ensure expectations are understood. S = specific M = measureable A = attainable R = related to the position T = time oriented (with a set date for completion)

[edit] External resources

• The Performance & Talent Management Blog
• http://www.performance-appraisal.com/
• MeasureNow - Performance Appraisal Software
• SuccessFactors Performance Management

This page uses content from the English-language version of Wikipedia. The original article was at Performance appraisal. The list of authors can be seen in the page history. As with Psychology Wiki, the text of Wikipedia is available under the GNU Free Documentation License.