{"id":10549,"date":"2014-01-30T06:38:32","date_gmt":"2014-01-30T06:38:32","guid":{"rendered":"http:\/\/vskills.in\/certification\/blog\/?p=10549"},"modified":"2024-04-03T13:21:32","modified_gmt":"2024-04-03T07:51:32","slug":"the-two-essentials-of-performance-appraisal-interview","status":"publish","type":"post","link":"https:\/\/www.vskills.in\/certification\/blog\/the-two-essentials-of-performance-appraisal-interview\/","title":{"rendered":"The two essentials of performance appraisal interview"},"content":{"rendered":"

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\"Business<\/a><\/p>\n

Performance appraisal interview are conducted for performance review of the employees. But, this essential activity of human resource department can also play an effective role of guiding employees by taking a \u2018looking ahead\u2019 approach. The two essentials to remember during performance appraisal are<\/p>\n

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1. Set clear goals.<\/strong><\/p>\n

These could be expressed in things that are easy to measure, such as time or quantity of work completed. Goals give you a way to track improvement in a team member\u2019s performance. They also provide a challenge to the team member \u2013 and they get results! Goals are something for you to think about before \u2013 and talk about during \u2013 the appraisal interview.<\/p>\n

Goals are often based on responsibilities from an employee\u2019s job description or standards of performance. However, goals can be also be set to improve an employee\u2019s performance. For example, if the employee is responsible for:<\/p>\n