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COREMetadata, citation and similar papers at core.ac.unprovided by State Research ExchangeEFFECTS OF PERFORMANCE APPRAISAL PURPOSE AND RATER EXPERTISE ON RATING ERRORbyWILLIAM S. WEYHRAUCHB. S., Baker
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Set clear and measurable goals for the performance appraisal process
02
Provide ongoing feedback and coaching throughout the evaluation period
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Document specific examples of both strengths and areas for improvement
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Schedule a face-to-face meeting to discuss the appraisal results with the employee
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Create a development plan to address any identified areas for improvement

Who needs effects of performance appraisal?

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Employers who want to track and improve employee performance
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Employees who want to understand their strengths and areas for development
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Managers who want to reward and recognize top performers
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Effects of performance appraisal typically refer to the impact that the performance evaluation process has on employee motivation, development, and organizational outcomes.
Generally, managers and supervisors who conduct performance appraisals for their team members are required to file the effects of performance appraisal, as part of the performance management process.
To fill out the effects of performance appraisal, individuals should assess employee performance against established criteria, document observations, provide constructive feedback, and summarize the appraisal outcomes.
The purpose of effects of performance appraisal is to evaluate employee performance, identify areas for improvement and development, inform compensation decisions, and enhance overall organizational effectiveness.
The information reported should include performance ratings, key performance indicators, employee strengths, areas for improvement, and suggested development plans.
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