Delivering an Effective Performance Review - Book Report/Review Example

Delivering an Effective Performance ReviewRELEVANCE TO THIS COURSE: The article does address the right application of organization performance expected from the employee’s behaviors in an organization. It also addresses the best ways to tackle employee’s performance appraisal in the organization.MAIN IDEAS IN THIS ARTICLE The article starts by explaining the meaning, and clarifications of a good performance appraisal which should be carried out in an organization. Secondly, the article outlines the steps that are followed within an organization that needs to be considered when carrying out a performance appraisal activity.

Lastly, the article does outline the key elements or aspects that need or not to be taken into consideration during an organization appraisal process. A performance appraisal process in an organization means that an individual does and makes judgments of another person’s performance. In a number of cases, this is an uncomfortable type of process to the individual being appraised. It is then argued that a good performance appraisal process in an organization should include an important element of communication between the appraisers and appraise.

The steps of a performance appraisal in an organization begin by one setting the expectations one will use in evaluating the employees. Secondly one then needs a foundation laid down by telling the employee to write down part of their work achievements. During the process the appraiser should start by setting a good tone, then allowing a discussion to take place in support of what is laid down in reference to organization’s expectations. The key principles to be done during PA process include: planning your ideas before the real process, giving a copy of the appraisal to the employee before the meeting, and lastly giving the required positive remark for good achievements or performance.

Other aspects that should not be done include: giving a general feedback to the employee, talking about compensation and remuneration during the process and lastly talking softly to poor performers.