The paper “ Integrative Approach to Managing People Issues Arising from Implementing a New Performance” is a great variant of the literature review on human resources. Performance management and performance improvements have become popular topics in 21st-century businesses. The increased focus on performance management has particularly been triggered by the increasing pressure on organizations to the extent that businesses are now expected to become more effective and efficient to remain competitive. According to Pettijohn et al. (2001), top-performing companies have high performing employees and are using their employees are valuable resources to achieve a competitive advantage.
Performance appraisal is one of the tools that most organizations across industries use as a yardstick for measuring the performance of their employees (Mikkelsen et al. , 1997). Although most employees conduct performance appraisals on regular basis, such as half-yearly or yearly, evidence indicates that implementing a performance appraisal is a challenge to most organizations. The challenge emanates from the fact that most employees fear hearing the world “ performance appraisal’ and would always try to resist any attempt to implement a performance appraisal (Gerrish, 2016).
Besides resistance, there are many other organizational behaviors or people issues that are associated with implementing a performance appraisal system. This paper discusses people's issues associated with performance appraisal and suggests how best to manage the issues. The major areas of focus include perception and attribution, motivation and learning, leadership, and change management. Purposes and Benefits of Performance AppraisalPerformance appraisal is an important performance management tool used across industries. Performance appraisal is also regarded as one of the most important functions of human resource management. Mikkelsen et al. (1997) define performance appraisal as the formal review systems that an organization used to evaluate the performance of an employee and teams over a specific time period.
A good performance appraisal is based on measurable and quantifiable information, such as productivity as this ensures fairness in the entire organization. Performance appraisals serve many purposes in an organization.
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