performance review objectives
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I. Contents of performance review objectives
Performance appraisal systems identify the top performers in a business by systematically evaluating their performance and progress on a regular basis. Performance appraisal systems can take on a variety of forms, utilizing different theories of employee motivation and employee development. All effective performance appraisals are tied to specific, measurable and attainable objectives put in place to push employees to a higher level of individual and team performance.
Productivity is the fundamental asset employees bring to the employment relationship. In its most basic form, an employment contract is an agreement to exchange money in return for productive time, so working to increasing employees’ productivity can be a way for companies to get the most out of their salary and wage expenses. Productivity objectives usually can be tied to measurable results, such as the number of units produced per day on a production line or the number of entries made per day in a data-entry position.
Increasing productivity can come at the expense of product quality. Some employees may not have an issue with the speed of their work, but they may have an issue with the quality of their contributions on the job. Performance appraisals can identify and address employees who make an unusually high number of mistakes. This costs companies money in industries such as food service, where mistakes literally are thrown in the garbage. Mistakes on the job can incur opportunity costs from lost productivity in other settings.
Companies can measure mistakes in much the same way as productivity. You might decide to measure the number of defective units produced each day, for example, or the number of typographical errors made by a data-entry clerk.
The most effective performance appraisal systems involve a collaborative goal-setting process between employees and their supervisors. Employees and managers can work together to develop personal objectives for each employee. Some employees may set a goal of being on time to work more reliably, for example, or of taking on new work tasks. Paying individual attention to each employee when setting goals can boost workers’ commitment to achieving appraisal objectives.
Employee development programs facilitate employees’ personal and professional growth through advanced training and opportunities to take on new responsibilities. Performance reviews can be an ideal setting in which to set objectives for achievement in employee development initiatives. For example, employees may set a goal of completing a management training course in the next year or of learning a certain number of additional responsibilities in their department before the next performance review.
II. Useful materials for performance review objectives
• 11 performance appraisal methods
• Top 28 performance appraisal forms
• 300+ performance review phrases
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