The paper “ Performance Appraisal in Wellton NHS Trust ” is a motivating example of a case study on human resources. Performance appraisal is essentially a management information system that an organization can use to offer feedback to employees regarding their performance. For this reason, it is a logical means of evaluating, analyzing, and leveraging employees’ abilities and competencies at all levels of an organization (Osabiya 2014). For an organization like Wellton NHS Trust, a fundamental objective of performance appraisal is to all intents and purposes review the performance of individual employees within a specific period in order to identify their strengths and weaknesses and to try to create targets for them in line with the greater organizational objectives.
With a focus on Wellton NHS Trust, this paper examines how and to what level performance appraisals can improve the organization’ s performance, the features of effective and ineffective appraisal design and implementation, a critical evaluation of the components of a high-performance work system, and lastly how the appraisal discussion should be integrated with other management tools and techniques to support performance development within HPWS. How and to what extent performance appraisals might improve organizationallyEssentially, to improve organizational performance, an organization’ s management should seek to offer systematic procedures to review and appraise the contributions that employees make to the organizational objectives (Osabiya 2014).
This constitutes performance appraisal, which can be described as an integrated system that involves periodic planned discussions between the total performance of the employees and the management about the planned goals. When Wellton NHS Trust’ s managers evaluate the employee’ s achievements, it is agreed that they assist the employees to discover their strengths and improve on their weaknesses.
As Elverfeldt (2005) comments, this has the potential of motivating the employees to increase their levels of performance. However, evaluating the progress that each employee makes is not adequate.
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