Performance appraisals interview

Describe how to conduct a performance appraisal interview and how to handle disagreements that may arise during or subsequent to the interview. 

How are formal performance appraisal mechanisms implemented What are some strategies to maximize the effectiveness of the appraisal interview ... 

Regardless of the type of system selected, the written appraisal should be accompanied by a formal interview of the employee. It is during the interview that the results of the written appraisal are discussed. The success of the performance appraisal hinges significantly on the interview. If the manager is mindful of taking a few pre-... 

Managers often view performance appraisals as an undesirable task, but careful planning and implementation should make them less onerous. Performance appraisals are closely finked to employee motivation, performance, commitment, and turnover. Numerous systems are available, each ofwhich has its strengths and drawbacks. The formal appraisal must be accompanied by frequent and substantive informal feedback. The appraisal interview is key to the success of the appraisal system. The allocation of organizational rewards must be finked closely to the results of the appraisal process. 

What types of skills do you think are necessary for selecting and implementing a performance appraisal system What about for conducting an appraisal interview ... 

The manager should enter the interview well informed of prior appraisals and be intimately familiar with the responsibilities of the employee s job. The manager should also have appropriate documentation and evidence to support claims of the employee s performance, particularly in areas of deficiency but also in areas of strength. To prepare for the interview, the manager should have answered the following questions (Byars and Rue, 2000, p. 286) ... 

The interview should be conducted in the following sequence (1) review and update the position description and performance standards, (2) discuss the performance ratings assigned to the employee using the prescribed appraisal form, (3) highlight strengths and accomplishments since the previous appraisal, (4) discuss objectives that were not reached since the previous review, and (5) discuss future performance and assist with career planning. 

At interview, the solvent abusers appraised their school performance as being not very good significantly more often than the controls. They were also significantly less likely to enjoy good relations with their teachers. There was a tendency for more of the controls than the cases to prefer academic subjects such as English and math, but this difference was not statistically significant. 

---