2.3 Appraisal & Labour Turnover (HL only)

appraisal benefits

• Set targets

• Managers can objectively praise staff

• Provide constructive feedback

• Get feedback from staff

• Identify common strengths and weaknesses

• Can help with deciding levels of pay

appraisal drawbacks

Time consuming and costly

Must follow up or will be meaningless

Relationships can interfere

Staff can be offended

Appraisers may lack skills and confidence

Stress and anxiety

Appraisal is a

formal assessment of an employees performance in fulfilling their job based on the tasks and responsibilities set out in their job description.

types of appraisal

formative

summative

360 degree feedback

self

formative appraisal

planned and ongoing process where data on performance is regularly collected and feedback is given to employees on a regular basis.

summative appraisal

formal feedback given to an employee at the end of a time period, commonly a year.

360-degree feedback is a

method of collecting feedback about an employee’s job performance from a range of different stakeholders who work with them.

• some culture not appropraite

• subjective

Self-appraisal is a

method of employees making a judgement on their own performance based on a set of predetermined criteria.

• good since some people find appraising each other awkward

Fair dismissal

Incompetence

Misconduct

Gross misconduct

Legal requirements

Dismissal process

Initial verbal warning

Official written warning

Dismissal

Labour Turnover

Measures the % of the workforce that leaves the organisation in a given time period (usually a year)

Retention:

the ability to keep staff within the business

Why do people leave? (CLAMPS)

Challenge

Location

Advancement

Money

Pride/Prestige

Security