Importance of Interview Techniques for Good Performance Appraisals.

Performance appraisal could be defined as a systematic evaluation process of a particular job performed by an individual during a particular period and giving value to its effectiveness whilst providing feedback to the job incumbent. Performance appraisal is an unavoidable element of organizational life. There are many decisions in modern organizations that depend on performance appraisals, and they are widely used in most organizations (Davis, 2001). Performance appraisal allows organizations to inform their employees about their rates of growth, their competencies, and their potentials. It enables employees to be intentional in creating their individual developmental goals to help in their personal growth.

If used well, performance appraisal is an influential tool that organizations have to organize and coordinate the power of every employee of the organization towards the achievement of its strategic goals (Grote, 2002).

Interviewing plays a major role in performance appraisal. It is the preliminary tool that will help to identify the gap between the assessed employee’s competencies and the job requirements. This interview should be conducted in a proper way, so that the employee and the manager must give time to go through the process.

There are different variations of performance appraisal systems. Some of them are

360 Degree feedback

This is a commonly used performance appraisal model in an industry. In this model feedback is taken from HR manager employee supervisor, peers and direct reports. This method helps to assesses the employees complete profile. By interviewing method an appraiser could get an overall feedback of the employees work performance and technical skill set.

Management by objectives

This is one of the modern methods in performance appraisal. In this interview method requires a manager and employees to agree on certain specific obtainable objectives with a deadline.

Ex: - A sales manager gives an employee to 25% sales increase in one particular area, with in a time period.

With this technique success or failure of the venture is easily obtained.

In conclusion interview techniques play a major role in good performance appraisal, which helps to influence employee’s betterment. Ultimately this technique will lead the organization towards its goals.

References

Davis, J.S. (2001). Approaches to performance appraisal in student affairs. College Student Affairs Journal, 21(1), 92.

Grote, R. C. (2002). The performance appraisal question and answer book: A survival guide for managers. New York: American Management Association.

Davis, J.S. (2001). Approaches to performance appraisal in student affairs. College Student Affairs Journal, 21(1), 92.

Cederblom, D., & Pemerl, D. E. (2002). From performance appraisal to performance management: One agency's experience. Public Personnel Management, 31(2), 131.