Corporate Policy on Performance Appraisal should always be aligned to Business Strategy and HR Policies, which promote employee growth and development.
Each employee is an intergraded personality with distinctive characteristics and human needs (to some extent unique), and self-motivation is more powerful and effective than any control measure which may be enforced in order to achieve organisational objectives.
All employees have the right to know what the company expects from them – as part of their role – and to what extent their performance is satisfactory.
All supervisors and line managers must be honest with the appraisal objectives concerning the strengths and weaknesses of their subordinates’ performance.
Top Management Responsibility is the identification of the primary areas in which line managers and supervisors must be improved and assist them to do so in order to optimise business performance.
The Performance Appraisal Model that has been developed by DASO, is a PROCESS SYSTEM that measures and assesses how well each employee has performed, during a certain period of time, based upon specific criteria and objectives that have been set and agreed upon, in the beginning of the evaluation period.
This Innovative DASO Model, is a Modern Tool for organisations that want to keep investing on a workforce that contributes its full potential in order to ensure business profitability and further organisational growth.
The proposed model consists of a formal written assessment of the personnel performance, over a specific period of time during which actual performance and achieved results are evaluated in comparison to objectives set in the beginning of the evaluation period.
The objectivity of judgment and the accuracy of the recorded figures are basic parameters in order to make the process impartial and fairly acceptable.