Employee appraisal and feedback meeting

Many organizations use the job descriptions in the formulation of the rating forms to be used in the appraisal process. This is a significant step and important approach for the employee since it creates the point of reference that is familiar with the employee. The employee is reminded of the responsibilities that he should have fulfilled in the previous period after the last appraisal. It is from these that the employee will be gauged and advised on the adjustments that need to be made.
The employer will also have the best point of reference for the employer that makes business sense in the appraisal of the employees. The job descriptions form the basis of performance and employee conduct that are focused on the business objectives. To this effect, the employer needs to ensure that the job description is fair and practicable as well as realistic.
In order to get objectivity, there is need to have the job description as the basis of the appraisal as opposed to having subjective factors such as observation considered. If the appraisal process is seen as subjective and unfair, it is likely to elicit disputes between the employees and the organization in the process of appraisal.
The job description as part of the appraisal process will also ensure there is no uncertainty and that the process will end up being productive as opposed to a situation where the job descriptions are not used. Here, even those who may not be good at defending themselves will have a point of reference in the job requirements hence come up with relevant material to say in the appraisal process. The job description will also help in regulating the language used and keep it objective and the questions relevant.
Job descriptions will also help the management identify the gaps and training needs in the process of conducting the appraisals. Setting the job performance against the job descriptions or requirements makes it possible to know where the employees faltered significantly and hence training needs. Apart from the training, development plans can be created based on the appraisal process that is guided by the job description (Fitzgerald L., 2017).
Supervisor training for employee appraisals
The training of supervisors for the purpose of appraisal is significant in a number of ways. Firstly it is the surest way of ensuring that the supervisors understand the concept of appraisal and the objectives it sets out to for. The superiors are likely to be engaged in the appraisal process hence they need to be equipped fully with the finer details essential for appraisal.
The training will also ensure the supervisor understands the job requirements of the employees against which the employees will be upraised. The trainings will also help the supervisors imbibe the skills of nurturing future leaders and supervisors among the employees. The appraisal process is a growth chance presented to the employees and the supervisors are in the best position to identify such.
Before the feedback meeting during the appraisal process, it is important that the employees self-rate. Self-rating is the chance given to the employees to use a pre-populated check list to gauge themselves, their strengths and weaknesses as well as the achievements that they have made, those they intend to make in the subsequent calendar or financial year.
This process of self-rating gives the employee the time and chance to recollect about their work and the things they might have done well and areas they may think need correction. This will also help them gauge the professional contributions that they have made to the organization and the expectations that they have of the organization. It gives the employees an objective platform to highlight to the employer the areas they could have done better as an organization, as a supervisor and hence the possible changes that can be implemented. The self-rating process helps in increasing self awareness for the employee, making objective view of themselves (Nicole P., 2017).
References
Fitzgerald L., (2017). Five reasons why job descriptions are key to appraisal discussions. http://www.fitzgeraldhr.co.uk/five-reasons-why-job-descriptions-are-key-to-appraisal-discussions/
Nicole P., (2017). Advantages & Disadvantages of Self Assessment. https://bizfluent.com/list-6718905-advantages-disadvantages-self-assessment.html