Performance appraisal 4 essay
Performance appraisal essay examples
Most people believe time costs money so if the time is being wasted then so is money, this is the reasons for procedures and protocols. The standards may be in quantity and quality of production in case of workers; personality traits like leadership, initiative, imagination in case of executives; files cleared in case of office staff, etc. The first step entails establishing performance standards by writing down the job description. An exceedingly industrious performance appraisal system will have the chance for staff enhancement. From the above guidelines, it becomes clear that the actions reflecting fairness and due process are most important. Miscellaneous Biases: Bias may exist on the ground of sex, race, religion, position, etc. Biases, unreasonably rating everyone high or low and relying just on recent events are some of the reasons courts give for deciding organisational appraisal processes. It can be put to several uses concerning the entire spectrum of human resource management functions. This is why we have seen more of a focus on performance appraisals and the way in which talent is managed by employers and HR staff. Snell, Scott and Bohlander, George. The appraisal system should focus on issues such as rewards, promotion, employee development and mentoring and development. Taking Corrective Action: Evaluation process will be useful only when corrective action is taken on the basis of reports. For example, they are able to formulate effective employee training and development programs, formulate reward systems, and undertake HR planning. The resultant effect is that the effectiveness with which the organizations attain their goals is increased.
Halo Error: The halo error or effect is a tendency to evaluate a person on the basis of one trait of characteristic. It allows behaviors to be quantified making appraisal system much easier.
Legally Defensible Appraisal Procedures: 1. It is a continuous process to secure information necessary for making correct and objective decisions on employees.
But there are some issues and problems that are associated with performance appraisal can have negative impacts on the performance of employees and can make it useless. Even with intense training, some evaluators will be too strict. To make a ranking system work, it is key to ensure managers have a firm grasp on the criteria on which employees will be ranked.
Every organisation should have a formal standardised performance appraisal system.
Concept of performance appraisal
This method combines a graphic rating scale with a critical incidents system. References Kettner, P. Obviously, there is room for bias with this method, and it may not work well in a larger organization, where managers may not interact with each employee on a day-to-day basis. Table The Essay evaluation method is a non-quantitative technique and highly subjective. Written documentation for extreme ratings good or bad should be maintained and it must be consistent with numerical ratings. Companies using forced rankings without set criteria open themselves to lawsuits, because it would appear the rankings happen based on favoritism rather than quantifiable performance data. Additionally, the most appropriate performance appraisal technique should be used. Some of these include peers, subordinates, supervisors, customers and self-appraisal. Considering the dynamic nature of environment within organizations operate, it has become imperative for organizations to incorporate the concept of performance appraisal in their effort to attain employee performances and management goals. Areas on a performance evaluation that utilize the degree performance appraisal elements are; cooperation and teamwork, initiative and judgment, dependability, and customer service. Grote, Richard.
Correctly done appraisals will show the employee respect and improve work performance. Also, managers may write less or more, which means less consistency between performance appraisals by various managers.
What is a Performance Appraisal?
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