The paper "Performance Appraisal Forms as a Method to Evaluate the Performance of Employees" is a good example of management coursework. This essay critically analyses and evaluates the use of performance appraisal forms as a method to evaluate the performance of employees, the purposes of performance appraisals and ways to improve performance appraisals. Further, the essay will describe the advantages of performance appraisal and why the method is viewed not to be genuine or fair for application. Performance Appraisal is described in simple terms as a method of evaluating an individual ability which can be improved to develop the performance of job output.
Armstrong (1994) defined performance appraisal as the process used in organizations to improve the performance of an individual while performance management is a process that involves both the employer and employee in the setting of common goals relevant to the institution. ( Rogers, 1995) Murphy, (1995) stated that to derive the best performance out of individuals, organizations’ should set goals that highlight the strategic objectives of the Company. Performance Appraisal is conducted by analyzing the factors behind employees’ performance at work, measuring the targets of employees in relation with their pay and the supervisor or employers has a role to play in guiding the employees to improve their performance.
(Management, 2008) Majority of Corporate Organizations have adopted the method of performance appraisal to evaluate their employees and a recent survey carried out revealed that approximately 90% of the Organizations worldwide support the idea. Typically speaking the purpose of performance appraisal is to assist in Organizational control of activities, provide crucial information required by the Human Resource function to make decisions on difficult tasks such as transfers and promotions, to evaluate the actual and targeted performance, review how the employees have been performing in a given period, a judge on the training needs assessment of employees, minimize the grievances raised by employees, ensure that employees know their roles and responsibilities, mobilize the activities of other organization functions and finally improve the communication between the management level employees and lower-level cadre employees.
(Infobase, 2007) A recent survey carried out by info base in Organizations revealed that the number of employees who viewed the method as a requirement for development and training needs as 71%, transfers and promotions were 49%, compensation indicator was 80%, future goal decision making 42%, identification of skills gaps as 76% and other purposes as 6%.
(Infobase, 2007) There are different forms of performance appraisal methods that may be used and at times Organizations’ customize their appraisal to meet the Company objectives and goals. Locher and Teel (2007) conducted a landmark study that revealed the methods mostly used by organizations to carry out performance appraisal as Management by Objectives which was rated low being 13% essay method was rated 25%, and the most general method of rating scales was rated at 56%.
Research has also revealed that when employees are in a position to communicate freely with their supervisors regarding their performance they are more likely to perform better than when work is assigned to them without any discussions. ( Nemeroff and Wexley, 2009) The discussion ensures that employees are given a chance to speak freely on their performance in regard to how they have evaluated themselves and the challenges that they have encountered.
(Greenberg, 2006). The best factor of the appraisals is that when they turn out to be a negative feedback appraisal, the employees are not criticized and instead they get an opportunity to be assisted on how they can improve their performance in terms of skills and development. Therefore the intention is to help employees overcome difficulties and guide them in getting solutions that assist them in future performance. Hence employees are not afraid to be criticized when it is revealed that they are performing poorly.
( Fedor et. al, 2009). However in situations whereby the employee is criticized it results in tension, resentment, anger, conflicts at the workplaces and poor performance. (Baron, 2008) The setting of performance goals is an important stage in the development of any employee’ s skills because the process motivates the employee and builds high self-esteem on how to work better by improving their set standards. ( Locke et. al, 2001) The specific goals set by individual employees yield great performance than no goals or vague goals which have no direction. ( Harris et. al, 2004). The appraisal should, however, be relevant to the employee’ s job roles and performance in order to offer credibility in the evaluation.
Employees are most likely to accept change, view the method as fair and accurate. ((Bannister, 2006)
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