Judgmental Factors of Performance Appraisals, Term Paper Example

Employee performance appraisal is a very import tool in any given organization. It helps in evaluating the levels of employee competencies while performing duties. In the UK, a number of judgmental factors have always been considered when performing this appraisal. Some of the factors include adaptability, motivation, attendance, customer focus, job knowledge, interpersonal relationships, management skills, and decision making among others.

Adaptability

An employee performs his or her duties under stress with respect to the changing work environment through this efficiency level. In such instances, some of the things that are put into consideration include the manner in which the employee receives changes and new ideas as well as courtesy during hard situations. The UK commission for employment in their report encourages adaptability in organizations since it is the only way through which individuals can be self sufficient and capable of supporting themselves.

Motivation

This is the level of commitment, which gives the employee an urge to pursue the set goals. This can be measured in terms of the employee eagerness to take duties, whether the employee works actively and steadily among other things. In the UK, employee motivation is among the greatest factors that are highly encouraged to enable companies retain their employees as well as increasing their productivity.

Attendance

This is the level of employee reliability to report to work and perform their functions. Many companies in England stress on the need for workers to report to their respective work places early enough. One thing that has facilitated this process is the availability of reliable means of transport to take people to various places. Some key indicators of this are regular work attendance, coming to work on time and the ability to coming schedule changes to their supervisors.

Customer focus

This refers to the extent that the employee can go just to meet the internal and external needs of customers in a courteous and timely manner. Most companies especially in the United Kingdom have resolved to offering training to their employees on excellent customer care skills. This can be reviewed on the manner in which employee examines customer requests and find solutions to their problems.

Job knowledge

This is the level through which an employee demonstrates administrative, managerial, technical, and supervisory or any other specialized knowledge that is required to perform the tasks. In most cases, the appraisal involves consideration of job knowledge vis a vis the length of time in service. This is a very important part of performance and most UK companies are keen to review it in details. Key indicators used include the employees’ ability to answer challenging questions regarding the job, new skills developed since appointment and maintenance of updated information relative to the job description.

Interpersonal relations

This is the degree of sensitivity and understanding towards the problems and needs of other people. Attributes placed into consideration here include positive interaction with others within the organization and listening to other people’s suggestions. Team work is very important in any organization hence most companies in the UK emphasize on its need among employees.

Management skills

Employees demonstrate effective management capabilities in terms of achievement of the overall results through this level. A study conducted by the UK commission for employment and skills revealed that employees that had undergone training on management skills were more likely to perform better than those that had not gone through the same. For instance, the manner in which the employee sets goals and job priorities, improvement of work methods and level of achievement of the desired results.

Levels of planning and organizing

This refers to the extent that an employee organizes plans and implements his tasks and programs. This is evaluated through the manner in which employee is able to meet set deadlines, prioritization of duties in a manner that is consistent with the organizational objectives and effective management of tasks and programs within their job functions. Most British organizations in bid to enhance planning ensure that each employee presents their timeline of events for evaluation on their planning skills. Appraisal on this basis encourages proper utilization of company resources.

Decision-making and problem solving

This is the employee ability to define, isolate, and seek solutions to problematic issues. In the UK, this is assessed in the manner through which an employee identifies and evaluate alternative solutions; also, it is reflected in the manner the employee make decisions consistent with skills and experiences. Such skills ensure finding of quick solution to various problems.

 Productivity

This is the employees’ level of consistency in producing quality results in their respective assignments. This aspect can be measured in terms of employee ability to maintain a clear work pace and control, completion of assignments in time among others. Companies in the UK when performing this function often consider an individual’s work history and reputation. A trend of consistency in good performance is often an indicator of productivity.

Work quality

This is the ability of the employee to set standards for personal performances, put extra effort, and strive to ensure the desired quality outcome is achieved. Many companies in the UK often evaluate this basing on how the employee demonstrates accuracy and reliability, innovate new solutions and concepts, and consistency in delivering what is needed and when it is needed.