Jessica Fuller
HSM 220
Developing a Performance Appraisal System
When developing a performance appraisal system one main key element is making sure
the objective is understandable among all employees. One way managers and or Human
Resource officers can be sure to make this system clear is to organize praise on either a 1 (low)
to 10 (high) scale or a grade from A (passing) to F (failing). This allows many employees to
understand what their score means and how they improve their overall job performance. Another
element would be assessing goals for each employee to meet when on the job. For example,
where I work, we have sales goals and personal goals. We have to meet a certain amount of sales
for the month. I, being a new hire, have less sales to meet because of training purposes. Once
you have been with the bank for a year, you are required to make at least 10 to 15 sales a month.
If the goal is not met, Human Resources offer ways to help you improve in certain areas that you
may be weak in. With personal goals, it relies on how you react with customers and how you are
with the tasks of your job.
Many employees find it easier to perform an outstanding job when they have something
to look forward to. Many managers in most jobs do not take into consideration what all their
employees do to keep the business running smoothly. This usually leads to employees leaving
their job for something new and somewhere they feel more appreciated. I am proud to say I
work for a great company who appreciates what their employees do and reward them in fair,
substantial ways. Our Human Resources department sets up fun activities to reward us for
HSM 220
Developing a Performance Appraisal System
When developing a performance appraisal system one main key element is making sure
the objective is understandable among all employees. One way managers and or Human
Resource officers can be sure to make this system clear is to organize praise on either a 1 (low)
to 10 (high) scale or a grade from A (passing) to F (failing). This allows many employees to
understand what their score means and how they improve their overall job performance. Another
element would be assessing goals for each employee to meet when on the job. For example,
where I work, we have sales goals and personal goals. We have to meet a certain amount of sales
for the month. I, being a new hire, have less sales to meet because of training purposes. Once
you have been with the bank for a year, you are required to make at least 10 to 15 sales a month.
If the goal is not met, Human Resources offer ways to help you improve in certain areas that you
may be weak in. With personal goals, it relies on how you react with customers and how you are
with the tasks of your job.
Many employees find it easier to perform an outstanding job when they have something
to look forward to. Many managers in most jobs do not take into consideration what all their
employees do to keep the business running smoothly. This usually leads to employees leaving
their job for something new and somewhere they feel more appreciated. I am proud to say I
work for a great company who appreciates what their employees do and reward them in fair,
substantial ways. Our Human Resources department sets up fun activities to reward us for
