Performance management system stands as an important factor to motivate the employees towards the target of the firm. In this paper, a specific job is taken and the performance appraisal system that can be worked for a specific job is detailed. Various decisions are taken to build the right performance model that will suit the targeted audience and will also earn productivity to the firm. An instruction manual is also developed and offered to the HR to apply it to the institution immediately.
The report is prepared for the job of professor in the department of architecture in an university. It is evident that universities generally give hikes on yearly basis depending upon the performance of an employee. However, this paper is meant to suggest a better plan to offer performance appraisal to a professor of department of architecture in an university.
The process structure for this is split into different categories as given in the following table. This is otherwise called as the process diagram documentation.
The factors that are mentioned individually should be collated together to make decisions on the professor’s development and appraisal in the department of architecture in university. This process of appraisal is suggested because of the reason that a decision is taken by a person who is involved and by another person who is actually responsible for it. It happens in the presence of a senior person. This process flow documentation clearly stands as a better method to understand the flow of the processes and also to clearly direct on who is responsible for what specific action. This will ease the operation in performance management of the professor.
The paper has given a detailed explanation on the importance and role played by the performance appraisal system in the welfare of an organization as well as the individual. This system does not only ensure productivity but also retains the talent and creates positive environment throughout. The competency standards and the instruction manual highlight the importance of multidisciplinary approach for evaluation. Still ethics is given the priority during the evaluation of an individual by HR because every judgment process happens adhering to all the ethical standards. Deviations from ethical standards indicate invalid and immoral judgments that would affect the goals on the whole. The results from this paper can certainly support the decisions in an organization.