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This thesis analyzes the influence of performance appraisal systems on employee performance within multinational companies in Nairobi County. The study explores various appraisal methods, perceived
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How to fill out effects of performance appraisal

01
Review the job description and performance expectations for the employee.
02
Gather feedback from multiple sources such as supervisors, peers, and subordinates.
03
Assess the employee's achievements against set goals and objectives.
04
Identify strengths and areas for improvement in the employee's performance.
05
Document specific examples to support your evaluation of their performance.
06
Rate the employee's performance using the designated rating scale.
07
Provide constructive feedback and suggestions for professional development.
08
Discuss the appraisal results with the employee in a one-on-one meeting.

Who needs effects of performance appraisal?

01
Managers and supervisors responsible for evaluating employee performance.
02
HR professionals involved in the performance management process.
03
Employees seeking to understand their performance feedback.
04
Organizations aiming to improve employee productivity and development.
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Performance appraisals can lead to improved employee motivation, enhanced performance, identification of training needs, and clearer communication of expectations and goals.
Typically, managers and supervisors are required to file performance appraisals for their employees based on their assessments of performance.
To fill out a performance appraisal, one should gather relevant performance data, assess the employee's goals and competencies, provide constructive feedback, and complete the evaluation forms accurately and comprehensively.
The purpose of performance appraisal is to evaluate employee performance, provide feedback, identify areas for improvement, support career development, and inform decisions regarding promotions, raises, or terminations.
The information that must be reported includes employee performance metrics, strengths and weaknesses, achievement of goals, feedback from peers or clients, and recommendations for future development.
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