Question

performance evaluation assist decision-makers to determine who should receive pay increase, transfer, promotions, demotion or retrenchment.

a) Explain the above statement using examples
b) Discuss and explain which appraisal method you think would be the most ideal for a training institution like a University.

Answer 1

Part A)

Performance evaluation assists decision-makers to determine who should receive a pay increase, transfer, promotions, demotion & retrenchment:

• It helps in the analysis of causes and reasons for performance laps. Post the performance analysis adequate training, resources & support should be given and hence managers can take calls regarding pay increase, transfer, promotions, demotion & retrenchment.
• It helps to understand whether a performance issue is in control. If the organisation or the leader can provide support for the cause then it must be given and tracking of performance must be done.
• It helps the managers to discuss the reasons with the team members & help to focus on organisation goals & overall performance.
• It helps to check whether the rewards & recognition is in sync with the performance. Example - If a members lack work satisfaction and lack of career prospects and developing further skills transfer can be made.
• It also helps to assess the lack of motivation. Team members might need more experience or a different team experience and hence the decison to transfers can be taken.
• It also helps to understand and assess if there is a lack of clear expectation or goal setting. It helps to redefine roles and responsibilities.
• Example - If the overall performance goes well and the particular person has shown great results and leadership then the consideration for promotion can be made.

Part B)

For a training institution like University, I would advise using the 360-degree performance appraisal as it helps to give a full perspective and understanding of the person. It involves assessment from self, colleague and supervisor.

• It helps to get the feedback from all the staff members the employee works with and a form is filled out.
• The form has diverse viewpoints from work performance, competencies and work environment.
• The employee also does an effective self-assessment helping to understand the personal strength and weaknesses.

• It helps to give a better view of overall performance and helps to understand the future leadership / managerial roles an employee can fit in.
• It also helps to understand the various needs and development requirement of employees and hence the training can be planned accordingly.
• Since the feedback comes from all the channels it helps to understand the case better and justify the overall appraisal process.

It is a great method as for institutes like universities an overall perspective might be required by managers to decide pay increase, transfers, promotions, demotions & retrenchment. Thew 360 review will help assess:

• The first and important aspect is leadership skills which involve delegation skills, ownership, vision, social skills, listening and communication ability, risk-taking, delegation and change management.
• Team behaviour and skills - It is important to understand a particular employee team dynamics, participation, support, feedback response, reliability and co-working etc..
• Another key behavior check would be alignment with the organisation involving alignment with community, values, mission, vision, organisation long term goals, strategic plan and various processes)
• Creativity and innovation behavior and skills: The ability to solve problems, identification of challenges, solution approach, brainstorming and inventiveness.

====================================================================================