The paper “ Performance Appraisal Improvement in Organizations” is an earnest example of the essay on human resources. Organizations all over the world like to know how different workers are performing at their workplace. One of the widely used methods is the performance appraisal, which tends to use ratios in determining how far a certain employee has achieved the goals set. The appraisal is supposed to improve on the profitability of the organization by trying to distinguish between performances of the different workers. Timely delivery and accurate performance appraisal information might contribute positively to the organization's growth path.
The appraisal is sometimes used to determine who is supposed to be promoted, get a pay rise, reprimanded, or even lose their job. Performance appraisal differs from different organizations with each of them setting its own standards and the way it should be carried out. Although performance appraisal has been widely used worldwide it has some flaws that make it unattractive to workers. One of the challenges is the evaluators’ impartiality during the appraisal process. Different evaluators may rate different situations in different ways leading to a lack of uniformity within the performance appraisal conducted.
Another challenge that exists is the assumption that there is a uniformed interpretation of standards among all the raters conducting the appraisal. Different interpretations of standards lead to the different ratings of the different workers being appraised which might be unfavorable to some workers. The assumptions made in the performance appraisal and weaknesses that exist may reflect positively on a certain employee performance while it is the opposite in real sense. Proposal of the different ways that performance appraisal can be improved to allow for growth within organization are discussed below. Discuss appraisal before hiringOrganizations that conduct performance appraisal should always alert the workers before being hired, on when appraisal is performed.
The new employee is supposed to be made to understand how the appraisal will be applied in relation with the job description given to them. The need of discussing the appraisal with workers before hiring ensures that workers do not see the performance appraisal as a way of victimizing or discriminating them within the organization.
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