• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Management Development - Reviews & Appraisals

Extracts from this document...

Introduction

Management Development - Reviews & Appraisals Explanation Appraisal noun [countable, uncountable] 1 a statement or opinion judging the worth, value, or condition of something [+ of]: What's your appraisal of the situation? 2 also performance appraisal BrE a meeting between an employer and a worker to discuss the quality of the worker's work and how well they do their job Introduction Management development is used so that they the company can motivate their staff, so that the performance of their workforce will be improved. Therefore it is used to improve the performance of the business so that their share price increases and they will attract more shareholders and their sales and profits will be increased, this will also mean that the shareholders will give paid good dividends. Due to that happening their stakeholders will be showing more interest in the business, which means that they will be able to employ staff more easily so that they will have a wider range of candidates to choose from so they can employee a larger range of highly skilled staff. Purpose of appraisal schemes As it is said that the main problem that arises with an appraisal scheme is the confusion over the objectives that are set. Mainly it can be said that an appraisal scheme is used to develop staff by giving information for progression and resource planning, as well as being able to make out and state the weaknesses of performance. ...read more.

Middle

Superiors The majority of appraisals are performed by an employee's superior. An advantage of this is that they have intimate knowledge and instant access to knowledge to information about the tasks that the worker carries out and how well they perform, as well as what targets they need to be set to improve their performance for the future. Superiors of the employee's superior This are people who can be involved in an employee's appraisal in two different ways. The first way in which they can be involved in the appraisal is by approving for the superiors appraisal of the employee, as well as the fact that the manager also might want to have a say in the appraisal of the worker. The second way they maybe involved in the appraisal is by being the one is performing the appraisal of the worker. This will be more likely to happen when the employees decide that they want someone higher up the hierarchy, such as the manager to appraise them due to the fact they will have more chance of promotion etc. 360 degrees appraisal This is a method that takes opinions of many different members of a company's workforce, such as colleagues, supervisors, managers and sub-ordinates. As well as that they may even use self-ratings and the thoughts of customers due to the fact that it is a 360� appraisal. ...read more.

Conclusion

Control It's vital that the system is controlled by the senior and line management and that it isn't something done just for the human resources department. Selection of raters When choosing the raters they should be carefully done and controlled to make sure that the employee isn't just nominating staff they now to give them good feedback. Training The staff that are performing may need training to understand what they are trying to get out of it and what they are meant to do, in they way they are to conduct the review. Training of raters The raters of staff may need to trained, as they might not know they should be ranking, assessing the employee as well as how they have to fill out the appraisal assessment documents. Administrative efficiency When an appraisal is performed it must be done so that it causes the minimal amount of troubles, for both groups. As well as needing to be confidential. Anonymity of assessors The people who are ranking and assessing the employees, will have to made anonymous so that they will therefore feel that they can be as honest as possible. Honesty and contribution The process of reviewing will be more likely to be accepted when there is as much feedback as possible given back as it will help the appraisers give their ratings. Also the more that the employee is able to have involvement in the system, the higher chance they will have of their employees obtaining their commitment. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Tesco's different stakeholders are:Employees

    Financiers are a very important role on Tesco as if they think the business is not doing well they can demand the money back. If they demand the money back then Tesco will go downhill. This will make all the shareholders that Tesco have think it is a failing business

  2. Human resources management merger of two colleges

    provide high quality human resources, training and organisational development services to support the college's strategic objectives Human Resources Planning Human resources planning are concern with getting the right people, using them well and developing them in order to meet the goals of the organisation.

  1. A REPORT INTO HUMAN RESOURCE MANAGEMENT AT SAINSBURY'S

    The key question asked of the HRM department is that 'Are they doing their job and if so are they doing it effectively?' To see if Sainsbury's are competitive compared to their rivals, they need to see how their prices of products are in comparison to that of their rivals.

  2. Managing Human Resources in Marks & Spencer.

    It is calculated using the following formula: If a business has a high percentage of 'waste' products, then this could be due to a poorly trained workforce with low levels of both motivation and job satisfaction.

  1. Total Quality Management

    Customers and suppliers are both inside (internal) and outside (external) to the organization. People in and outside organizations that provide input to the steps in a process are "suppliers" and those who use products or services are "customers". Thus, employees in one phase of a work process are customers of

  2. Training and Development.

    3.4a.i What is development? Development approaches the individual and their motivation from a different angle compared to training. While training is typically concerned with enabling the individual to contribute to meeting the objectives of the business better, personal development is more concerned with enabling individuals to develop themselves in the way that best suits individual needs.

  1. A comprehensive overview and an analytical insight into human resource management at Barclays bank ...

    Performance management - this will include * Knowledge of purpose of performance management and a description on how business's approach may be influenced by motivational theory. * Industrial relations It is the job of the human resources department to negotiate with trade unions.

  2. Almost every company in one way or another goes through a periodic ritual, known ...

    Performance appraisal can be defined as a process of determining and communicating to an employee how he or she is performing on the job and, ideally, establishing a plan of improvement. (Lloyd L. Byars and Leslie W. Rue) 1 Like many other people management concepts, performance appraisal is subordinated under

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work