Performance management is the process of creating an environment or work environment in which people can perform to the best of their abilities. Performance management is a complete job system that begins when a job is defined as needed. It ends when an employee leaves the organization. An evaluation of an employee, process, team, or other factor to measure progress toward predetermined goals. The performance appraisal process is a part of the performance management system.

The performance appraisal process is a process by which a manager or consultant examines and evaluates an employee’s work behavior against pre-established standards, documents the results of the comparison, and uses the results to provide feedback to the employee to show where performance is needed. improvements and why. Performance reviews are used to determine who needs what training and who will be promoted, demoted, retained, or fired.

Before developing an appraisal form, one must know the work on which performance management has focused. An evaluation form should have general information about the employee at the top, such as name, age, location, department, reference, period covered, time in current position, length of service, date and time of evaluation, location of the appraisal and name of the appraiser.

Remember that an ideal appraisal form has three parts, first, to assess who should indicate their understanding of the main roles, duties and responsibilities of the job, make sure that the form mentions all the guidelines for the appraisal. While in the part of the evaluator, it will mention the purpose of the evaluation of the work. You should clarify the purpose of the work and priorities when necessary.

The most critical and crucial part of this evaluation form is the discussion part. While the discussion between the evaluator and the evaluator, the focal points will be like: Was the last year good/bad/satisfying or not for you, and why? What do you consider to have been your most important achievements in the last year? What do you like and dislike about working for this organization? What elements of your job do you find most difficult? What elements of your work interest you the most and the least?

What do you consider to be your most important goals and tasks for the coming year? What steps could you and your boss take to improve your performance in your current position? What kind of job or job would you like to be doing one/two/five years from now? What kind of training/experiences would benefit you in the coming year? Not only job skills, but also your natural strengths and personal passions that you would like to develop, you and your work can benefit from this.

In the last stage, the evaluation should list the goals that you set out to achieve in the last 12 months. An honest and fair appraisal system form should have a signature area for both the appraisee and the appraiser showing their consent to agree with what everyone has done throughout the process and management system.