A performance review or appraisal is an essential process that contributes to the overall effectiveness of an organization, both in the short and long term. Roads and Transport Authority (RTA) is a company that considers its performance thoroughly and constantly monitors employee performance (“How We Work”). This appraisal activity aims to sustain organizational productivity and to boost the individual productivity of each RTA worker. To assess effectiveness, various performance goals have been determined. Notably, after the initial evaluation, the results are discussed with every individual, and the supervisor defines the particular strengths and weaknesses of each employee (Akampurira 2). RTA also employs this approach as a basis for salary-related decisions. Overall, the purpose of the appraisal is to compare the current performance of an employee with the one he or she had shown previously. In terms of RTA, the company conducts annual reviews; however, each worker is responsible for the constant monitoring of his or her own work through self-assessment. Importantly, for short-term projects, constant monitoring should be conducted based on actual employee needs.
Process
The specific steps the line managers should take in the process of conducting assessments include:
- Gaining an understanding of UAE laws as well as RTA’s practices in terms of performance reviews;
- Planning the interviews to be done with employees;
- Preparing the worker for the assessment (including delivering interview details to the individual);
- Conducting the appraisal;
- Processing information and raising awareness of the individual regarding his or her performance; and
- Making recommendations for a pay raise (Akampurira 8).
Varied Performance Results
Identifying good and poor performance is an important task for each manager because both types of performance impact the individual, unit, and enterprise performance. In particular, when an employee displays a significant improvement, the manager should ask the worker to conduct a self-evaluation to determine how the employee could enhance his or her quality of work. On the other hand, poor assessment is rather challenging since wrongful or insensitive managerial conduct could lead to even weaker performance and future results (Akampurira 8). Thus, it is crucial that line managers work jointly with the staff and ask them to define their strong points first and then think critically about what factors have been hindering their efficiency. Then, it is advisable that the employee outline possible methods to boost his or her performance.
Available Information
Regarding the preparation for the actual appraisal, the employee should be made aware of the topics, criteria, or details included in the review. This preparation should be done beforehand by the line manager to make sure the person under evaluation is knowledgeable about the procedure (Akampurira 9). Further on, the human resources staff responsible for compiling the standardized form should delegate the particular content of the upcoming appraisal. In this way, an effective review both supports administrative decision-making and provides workers with feedback for their own further analysis.
Works Cited
Akampurira, Abraham. Performance Appraisal. Anchor Academic Publishing, 2014.
“How We Work.” RTA, 2017, Web.