· Performance appraisal involves systematic review of staff performance on a written basis, at regular time intervals; and holding of appraisal interviews at which employees have the opportunity to discuss performance issues past, present, and future, on a one-on-one basis, usually with their immediate line manager MANAGEMENT ESSAY PERFORMANCE APPRAISAL SYSTEM 11 January INTRODUCTION This essay is to answer the question two: “Critically evaluate the advantages and disadvantages of individual performance appraisals/reviews. Assess to what extent such appraisals can contribute to achieving high performance workplace.” Meaning and Definition of Performance Appraisal Performance appraisal is a formal system that evaluates the quality of a employee’s performance
Performance Appraisal Essays: Examples, Topics, Titles, & Outlines
Performance appraisal involves systematic review of staff performance on a written basis, at regular time intervals; and holding of appraisal interviews at which employees have the opportunity to discuss performance issues past, present, and future, on a one-on-one basis, usually with their immediate line manager.
Performance appraisal applies a systematic approach to supplement organizations on going processes of assessing their staff. Performance appraisal covers a whole spectrum of employees in organizations. Past practices of had confined performance appraisal to managers and supervisors. However, there is current evidence that most organizations are expanding performance appraisal schemes to include not only secretarial and clerical staff, but also manual employees, performance appraisal essay.
Organizations in both private and public sector also extent performance appraisal schemes to performance appraisal essay higher echelons of organizations, to include directors Deb,p, performance appraisal essay. Performance appraisal schemes in organizations fulfill multiple objectives. This is important in that several objectives can be attained. Performance appraisal in organizations assists in identification of training and development requirements of workers.
Without appraisal schemes in organizations, performance appraisal essay, would not be accurately identified in organizations. Performance appraisal in organizations is directly associated with motivation of employees. This is because it offers some of the vital components of effective strategies of motivation Chandramohan,p.
Organizations utilize a wide variety of techniques and criteria for appraising their staff performance. Organizations in both private sectors ensure that they adopt appropriate and effective appraisal methods for evaluating their staff. For instance, majority of organizations review performance against objectives that those organizations have preset. This stemmed from the Management by objectives philosophy. Organizations ensure that these objectives are specific and measurable, and challenging to employees, though achievable, performance appraisal essay.
Shared goal setting in organizations has led to enhanced feeling of commitment by employees to meet goals that have jointly been agreed upon Schuter,p. Since organizations have extended performance appraisal to all levels of organizations, a number of performance variants have been developed. For example, methods of setting objectives, definition of achievable results, are often considered in organizations performance appraisal essay be appropriate for managerial than for subordinate employees.
At subordinate organizational levels, performance appraisal mechanisms focus on behavior assessment as appropriate. Appraisal of employee competencies or job behaviors diligently derives employee characteristics from detailed job analysis.
This has assisted organizations to determine important appraisal dimensions that are most effective. Organizations, for instance, are using competencies or behaviors, such as counseling, analytical skills, communication skills, willingness and others to introduce acceptable change Edwards,p, performance appraisal essay.
Towers describe a popular behavioral approach in the US, referred to as BARS behaviorally anchored rating scales p. This performance appraisal method provides a set of behavioral descriptions at every level in the rating scale. When organizational scales measure the quality of performance, they use a set of statements to describe the behavior associated with the worst quality, at one end, and the best quality at the other, performance appraisal essay, with intermediate statements in between.
The adoption of wide coverage of performance appraisal schemes has enabled organizations to develop two or more variants of their appraisal systems. This has effectively addressed differing needs of various categories of staff performance appraisal essay organizations Wilton,p. Majority of organizations in both private and public sector have moved towards enhanced performance appraisal essay in the appraisal process. This is done through free exposure of appraisal report and its contents to employees being apprised.
The trend by organizations towards openness has been encouraged by a number of factors, such as: increased application performance appraisal methods that are result oriented that stem from the philosophy of management-by-objectives changing social climate, stressing participation and involvement and feedback as a basis for development; and the increasing influence white collar unions, performance appraisal essay, encouraging nee for mutual trust towers,p.
Organizations at all levels cannot operate a performance appraisal scheme that is result oriented without openness. This is because the approach needs superiors and subordinates to identify and set goals that are performance appraisal essay by both as realistic for subordinates.
The agreed goals where possible translate into measurable objectives. According to Towersaspects of performance appraisal practice have occurred between and in most organizations p. The evidence here shows that a rising number of organizations understand the need of open communication in performance appraisal process.
Most organizations recognize the importance of openness to apply to those aspects performance appraisal essay with current performance. Those parts that are undisclosed relate to evaluation of an employees future performance Towers,p, performance appraisal essay.
Performance appraisal has been given a legal dimension which varies from country to country. Data Protection act in the UK, for instance, provides individual employees the legal right to access personal data.
This includes information about them contained in appraisal documents, if it is stored in the computer. The Act also defines personnel data and covers both factual and performance appraisal essay information. This implies that employees could access opinions about them expressed in appraisal documents Chandramohan,p. Most organizations view appraisal interviews as a key feature of determining the success or failure performance appraisal schemes.
Appraisal schemes in organizations include provision for holding performance appraisal interviews which offer an opportunity for managers to inform employees about their performance. In addition, managers will also be able to develop plans for the future. Appraisal interview in organizations serve numerous objectives.
They relate to overall objectives which organizations expect their performance appraisal schemes to achieve. They are likely to include let employees understand where they stand provide a chance for discussion about employees job performance over a period under review and recommending action to enhance performance of performance appraisal essay performance, including the setting of objectives Chanramohan,p.
Effective performance interviews have enabled organizations to: enhance employee participation, thus, increasing greater feelings of satisfaction on performance appraisal essay part of employees towards the interview and the interviewer; support interview by showing appreciation of employees point of view, and organizations adopting a constructive perspective to problems.
Performance appraisal is a vital part of the management process. Therefore, it makes it necessary for managers and employees in organizations to feel ownership of performance appraisal schemes and recognize their involvement is central to its success. Successful performance appraisal, design and implementation is encouraged by the element of consultation. Consultation at the design stage with groups such as; directors, managers, supervisors, employees, trade unions, performance appraisal essay, and others, assists to reduce or eliminate anxieties.
This helps generate interest and commitment besides stimulating innovative ideas about appraisal techniques and procedures of implementation. Thus it ensures that the appraisal schemes adopted by organizations are effectively tailored to the requirements of the organization Chandramohan,p. Commitment on the part of top management is necessary as the benefits of performance appraisal relate to medium and long term. This support and interest encourages managers at other levels to put emphasis to the implementation of performance appraisal.
This is made easier if they are clearly made aware on how objectively and effectively appraisal of their staff will impact on their own appraisals Deb,performance appraisal essay, p. Performance appraisal is directly linked to pay decisions in organizations.
Organizations used different approaches to performance appraisal in the past. To date, most performance appraisal essay have shifted towards generally held views on how performance appraisal and pay decisions are associated. This happens despite presence of substantial variations in organizational practices, performance appraisal essay.
Organizations in the US, for instance, consistently articulate merit of associating performance appraisal to pay. These organizations use performance appraisal for pay decisions. They ensure that employees who emerge from performance appraisal system as higher achievers get greater rewards than those considered as under performers Towers,p.
Organizational practices in most countries appear to follow the US pattern of linking performance appraisal with pay decisions. In sum, there are several advantages of linking performance appraisal to pay decisions: performance appraisal is taken seriously by all parties, appraisers, appraisees and reviewers; many people feel that there must be a close relation between performance appraisal and pay, for reasons of fairness; and there is likelihood of organizations developing cultures that are performance oriented Edwards,p.
Performance appraisal schemes enhance management accountability in organizations. Great majority of organizations in the UK overwhelmingly entrust the task of conducting appraisals to people in direct line management responsibility for employees being appraised.
US organizations too emphasize performance appraisal as an integral part of managerial role to be undertaken by individuals with immediate management responsibility Edwards,p. The manager in this case was regarded as a customer. The manager is today considered as the provider of direction, resources and coaching advice to customers regarded as internal customers. Upward performance appraisal was, for instance, introduced in BP Exploration in This was a new example to be tried in the UK, introduced in reaction to flattening of organizational structure and need to introduce more open, participative style of management Schuter,p, performance appraisal essay.
This upward performance appraisal in organizations addressed effectiveness of managers in managing people. Subsequently, enables staff to meet with managers to discuss the aggregate results in order to develop ways to defeat challenges which have been identified.
This approach implementation can be perceived as main symbol of transformation. In the US, upward performance appraisal is a practice that is widely practiced. They have been adopted to improve upward communication s, develop skills of supervisors and managers, and assist its competitiveness in market place effectively Wilton,p.
Performance appraisal is the most important tool for an organization. The information it provides is highly necessary in making decisions regarding various personal aspects such as promotion and merit increases. Performance appraisal also associates information gathering and decision making process which offers the basis for determining for HR functions such as recruitment, selection, training and development, and compensation Chandramonhan,p.
Objective and accurate information is necessary in any organization. They assist in isolating weak areas in the initial systems. Performance appraisal is the most significant tool for organizations, since information it provides is highly useful in making decisions regarding personnel aspects. Overall, performance appraisal essay, performance appraisal can be placed in the whole spectrum of human resource management function Deb,p.
Edwards, J, performance appraisal essay. The Human Resource Program Evaluation Handbook. New York: Routledge. Schuter, R. Strategic Human Resource Management. Need a custom Essay sample written from scratch by professional specifically for you? certified writers online. Select a citation style :.
Importance of Performance Appraisal. Table of Contents. Discussion Methods of Performance Appraisal in Organizations Performance Appraisal Schemes Process is an Open Process Importance of Performance performance appraisal essay Interview Performance Appraisal and Pay Decisions in Organizations Conclusion Reference List.
Performance Appraisal : Process And Methods /Simple Explanation
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· 2. ESSAY APPRAISAL METHOD. This traditional form of appraisal, also known as “Free Form method” involves a description of the performance of an employee by his superior. The description is an evaluation of the performance of any individual based on the facts and often includes examples and evidences to support the information · Performance appraisal involves systematic review of staff performance on a written basis, at regular time intervals; and holding of appraisal interviews at which employees have the opportunity to discuss performance issues past, present, and future, on a one-on-one basis, usually with their immediate line manager the performance appraisal of the employees is an important and key factor for the success of the organization. It is a practice which is established for the assessment of the employees performance and findings ways to improve the performance
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