STUDENT 1: JohnDefine appraisal problems and targets of intervention, plus what issues are seen today in appraisals?There are a few
key problems that tend to arise during appraisals. The biggest, in my
opinion is the program not having a clear mission and vision laid out.
Without this, evaluating the program will extremely difficult, think
running a race without knowing where the finish line is. We tend to see
this every few years during Wing change of commands at Air Force bases. A
new Wing Commander comes in and for whatever reason they feel they
always have to re-define the Wing s Mission and Vision statement, even
though the mission hasn t changed for years or decades at the base.Targets of
intervention are how to get a program back on to the correct path it was
intended to run. Think tanks or bringing in experts to possibly do a
process improvement event are always good places to start.
Alternatively, looking at recent assessments to find common tends of
mistakes or miscues are be the best place to start addressing what needs
to be changed to get back on track. One big thing I
see creating issues with appraisals today is the overwhelming access to
information to the public. It seems as though it there are even the
smallest concerns with a program and it goes public the world is set
ablaze. In return, program mangers or other stakeholders have to
acknowledge the issues and tend to take actions in a knee jerk manner
instead of taking the time to review the evaluation, create multiple
courses of correction actions and then select the best one in the
interest of the program. STUDENT 2:Aliimau Define appraisal problems and targets of intervention, plus what issues are seen today in appraisals? There are several appraisal problems that are usually
met with during the process. Common issues such as bias evaluation, lack
of documentation and data to reflect history of organization/employee,
and of course it cost too much to do an evaluation. All of these starts
from poor strategic planning. This is very vital to the success of the
process, knowing what the goals and objective are and then coming up
with a method to achieve this plan. One thing that needs to be
understood is that the purpose of evaluating job performance is to
uncover strengths, identify weakness and working on striking a balance
between the two (Hudson, 2019). Not understanding the focus and purpose
of evaluation is how the problem ensues and start fading from its true
objective. Like I stated before, the solution for appraisal
problems is a good strong strategic plan. Develop good strategies to
ensure that we never lose sight of the main goal of a good appraisal
evaluation. It is important to have planning in place to ensure that the
appraisal is targeting problems identified in the evaluation process so
it can have an impact in the performance and efficiency of the program
moving forward. The biggest issue with appraisals today are inaccuracy,
lack of knowledge, and appraisals are planned to meet the needs of the
organization instead of tethering to the success of the
employee. This in turn can develop a more knowledgeable, improved, and
efficient worker. Lack of training,knowledge, and poor planning will
result in an ineffective process. Ongoing program evaluation should be
part of the program design and should be planned for, not only because
it is required by regulation but to improve program effectiveness
(United States Office of Personnel Management, 1999).Reference:United States Office of Personnel Management. (1999).
Performance Management Practitioner Series. Evaluating Performance
Appraisal Programs. Retrieved from Anna. (2019). Performance Appraisal Problems and Solutions. Retrieved from
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