PERFORMANCE APPRAISAL AT KKF

Performance Appraisal at KKF



Performance Appraisal at KKF

Introduction

The observations and understanding of the performance appraisal process helped reduce a monumental task into something much more manageable. Also, performing performance appraisals on highly technical people is much more difficult than doing it for employees that are performing routine or production oriented tasks. For production employees, developmental aspects and prospect for job growth are typically not as great. This is not always the rule. There are always hardly any employees who come along who want and need developmental planning. There have been two widespread approaches to performance appraisal. This report will discuss aspect of Performance Appraisal Kudler Fine Foods (KFF) has to determine the best appraisal review for the different levels within the company.

Discussion

Performance Management Overview

KFF is broken down into 4 separate departments, 2 of which can be evaluated on an individual basis and a team. The other 2 are strictly individual. The management level for KFF consist of the store and department manager both of which can be analyzed on how well the management team is producing while individually how each contribute to the overall team. For KKF the performance appraisal can be a key element in the performance management process (Wadsworth and Godfrey 2002). KKF must use this efficiently, to appraise performance and motivate their employee by furnishing accurate feedback on past performance that extensively amplifies employee productivity and satisfaction, and offers facts to them on how to better the performance in order to achieve efficiency and effectiveness. For this reason, the performance appraisal can be one of the most significant and substantial responsibilities of managers at KKF.

Reward Systems and Compensation

Once year, each company has a formal performance appraisal discussion with their managers. This is a periodic review of how employee is advancing against determined objectives and forms part of your company's performance management process.

All employees perform to the best of their ability knowing precisely what is anticipated for them (Gomez-Mejia Balkin 2002).

The management level for KFF comprises of the store and department manager both of which can be analyzed on how well the management team is producing while individually how each contribute to the overall team (Wadsworth and Godfrey 2002). The stock person would be evaluated on an individual basis based on the competencies of the job. Lastly, the specialty worker would be evaluated on the skill level due to the ...