The system of performance management is comprised of three phases. The first phase involves development of a plan of work for the following year. There is also establishment of measures for assessment in this phase. The second phase involves monitoring of progress towards identified goals. Any errors are also corrected. The last phase is the review of performance for the whole year. It is documented. (http://www. hrcouncil. ca/people/pg002_e. cfm) On the other hand annual performance appraisals enable management of standards, expectations and objectives and delegation of tasks and responsibilities.
The annual appraisal is the only time in a year that two people sit down and have meaningful discussion. This is why appraisals are stressful. (http://www. princeton. edu/hr/policies/conditions/523. htm) Annual performance appraisals have three core elements the performance of an employee over one year is reviewed by managers. Specific accomplishments and contributions are mentioned and areas of improvement are pointed out. If there were changes in terms of responsibilities during the year then they are reviewed. New performance expectations are also determined by the supervisor.
Then there follows agreements between the employee and the supervisor which is followed by a designed plan for improving the employees performance. This could be in terms of
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utdallas. edu/hrm/er/pm/appraisals. php5) Annual appraisals are made to help managers increase productivity, establish goals, and communicate expectations for the following year. It also helps them report employee’s success in meeting expectations of the previous year. Most supervisors do not treat appraisal as a process. (http://www. utdallas. edu/hrm/er/pm/appraisals. php5) Performance appraisal should essentially be a continuous, yearly practice that involves information exchange information between employees and the managers. This practice ends with the annual meeting of annual appraisal.
Highly motivated and productive employees know how to plan their work and accomplish it. They also have good communication with their managers. (http://www. utdallas. edu/hrm/er/pm/appraisals. php5) c) The advantages of managing turnover in organizations. Voluntary turnover often result in departing employees migration to competing firms, creating an even more critical situation. This knowledge could be used against organizations. Voluntary turnover has been accelerating recently as it has been studied that employees switch from one employer to another after six years. Managing turnover leads to more effective recruitment.
When companies recruit effectively in terms of recruiting employees who are multi-talented it reduces the chances of turnover. This is because employees will be aware that even if they leave, there will be someone else to perform their tasks. Managing turnover also reduces costs. Every time there is a voluntary turnover, companies use a lot of money to hire new employees. By ensuring that there is little turnover the companies save on cost. The companies also reduce training costs that could be having a contract specifying a mandatory time that an employee is required to stay in the company after training.
Management of turnover entails better knowledge of employees. Employees could be asked what they feel the company should improve on to prevent workers from leaving the organization. As an extended benefit it will lead to an improved knowledge of the labor market as a whole. This usually has an end result of preventing frequent or mass turnovers. Managing turnover results in the constructive development of the organizations knowledge base. With fewer turnovers, the organization has a pool of knowledge within it. This can help in constructive development in terms of improvement of employee status.
Employees cannot be happy in organizations that are losing their workers frequently. Managing turnover therefore results in happier and more productive employees. This is because they feel they are in the right place and are less likely to leave. There will be better staff moral also. Managing turnover also helps in lowering unemployment taxes. When many people are unemployed the public and companies bear the brunt of paying taxes. Good management of turnover ensures that many employees stay employed and that the public and companies are not burdened. d) Contemporary safety and health management issues in the work place.