Performance Reviews  

Performance appraisal and Performance review are two employee performance evaluation methods.

Performance review is the traditional approach to evaluating the performance of an employee. The increased competitive nature of the economy and rapid changes in the external environment has forced many organisations to shift from reactive performance appraisals to the proactive performance reviews to boost productivity and improve organisational performance.

Scope

The basic difference between performance appraisal vs performance review lies in the scope.

Both performance appraisals and performance reviews requires the employer to set performance targets, reviewing the achievement of targets, and devising ways to enable employees to meet targets. It is very much target orientated. Both these systems establish clear expectations on what an employee is expected to do, set the guidelines on what constitutes successful job performance, and strive to identify barriers to effective performance.

To achieve the best results performance appraisals and performance reviews should take place every six months for the first year and then once a year thereafter.

How to Give a Performance Review of an Employee

 

Performance reviews are among the most valuable resources in a manager’s toolbox, yet many managers don’t know how to carry out a performance review of an employee.

Most managers complain about the employee review process being too cumbersome and saddled with forms that are too long or they just don’t have time to do them.

We do understand the performance reviews are often left as the last item on a very big priority list and then when a dispute arises and the manager wants to take action, the first question that arises is: what were the results of the employees’ last performance appraisal or review?

Performance Appraisals

 

Comparing Performance Appraisal vs Performance Review

Comparing performance appraisal vs performance review, performance appraisal sets job standards and evaluates past performance based on such set standards whereas performance review aims at managing performance real-time to ensure performance reaches the desired levels and goals.

Performance appraisal and performance review are two employee performance evaluation methods.

Performance review is the traditional approach to evaluating the performance of an employee. The increased competitive nature of the economy and rapid changes in the external environment has forced many organisations to shift from reactive performance appraisals to the proactive performance reviews to boost productivity and improve organisational performance.

Scope

The basic difference between performance appraisal vs performance review lies in the scope.

Both performance appraisals and performance reviews requires the employer to set performance targets, reviewing the achievement of targets, and devising ways to enable employees to meet targets. It is very much target orientated. Both these systems establish clear expectations on what an employee is expected to do, set the guidelines on what constitutes successful job performance, and strive to identify barriers to effective performance.

To achieve the best results performance appraisals and performance reviews should take place every six months for the first year and then once a year thereafter.

Why Do We Need a Performance Appraisal: Being appraised may not always be a pleasant experience and many employees dread that day when it does finally arrive. Yet if performance appraisals are handled properly and professionally a lot can be achieved from them both for the employer and the employee. They can be good for us, good for the people we work with and good for our employer. Constructive criticism helps us not only to improve our performance in the job we do now but also helps us to make decisions about the skills we need to develop in order to achieve our ambitions in our current job and for our future career.

The purpose of a performance appraisal is to increase an employee’s performance and efficiency. They are also intended to increase motivation, ensure that people are kept updated with the latest developments and inform them of the skills they will need to develop in order to address change positively.

 

 

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