The appraisal process in business is a necessary step in the development of people – however awkward or daunting it may be perceived to be. T
his is according to Teryl Schroenn, CEO at Accsys, a national provider of HR and payroll management solutions, who says that the approach to appraisals certainly impacts on the end result.

“Ideally the process should be initiated with a degree of planning and forethought in mind. It is important that everyone involved understands precisely what the objectives of the exercise are and why these are significant,” says Schroenn.
According to Schroenn, the purpose of the appraisal process is to ensure that employees work process is aligned to company goals and strategy, to have a mechanism in place that allows for communication and feedback, and identify areas of concern or those that require more attention.
“The main objective of an appraisal is to make an accurate assessment of the progress of the employee, but also offer the chance for frank, open and constructive communication,” she adds. “Ideally a company needs to present feedback to the employee as regularly as possible. There is merit in this approach because it prevents time being wasted on misplaced focus, misunderstanding or misinterpretation.”
Accsys is an established company in the field of HR and payroll management, incorporating a number of key services that include eLearning, consultation, employee and employer self service, amongst others.
It remains competitive within its industry and has a mature offering that covers key commercial management disciplines including time & attendance, access control, e-learning and payroll outsource management.
“The appraisal should be regulated by management and should be an ongoing evaluation,” adds Schroenn. “There are a number of dynamics that have to be considered by all parties within an appraisal situation.”
“Every scenario is different and requires different strategies and approach. However, generally speaking, an employer must take into consideration the sensitivities of the employee, the need for focused, clear explanation and the fact that the employee may not be aware of any areas of concern.
"By the same token an employee should have a clear understanding of the job which he or she was brought in to do, demonstrable clarity of the outcomes expected and the value that he or she has brought to the company. Furthermore, any difficult or possible negative feedback should be given and taken in the right way in order for the relationship to strengthen,” adds Schroenn.