Critical Report On Performance Appraisal Methods

Performance appraisal is a method which is increasingly used to evaluate employees to determine the degree to which they are performing effectively and encourage them to direct their energies towards organizational performance. Although the appraisal is being practiced, there are criticisms made against the system which generally arise from within the Orthodox and radical management frame work.

A performance appraisal is one of the most important factors in any organization and can be one of the greatest tools used to record employee production. Every organization has to have goals and objectives established and the employee has to be involved in this process. By conducting performance appraisal will improve productivity and also the morale of the employees.

Development of a performance appraisal system that is effective in a human service organization is of benefit for the organization and the employees. For a performance appraisal system to be effective, the system has to be strategic, designed to fit the specific needs of the organization, non-discriminatory, non-bias, with correct implementation and administration. Many different components, must to be incorporated to make this type of system beneficial for all who use it, and all who are evaluated by the system.

I suggest ratings such as communication, decision making and, appearance and work habits be removed. I do not recommend the same methods for all Darby jobs, there should be different methods of rating the employees, managers and supervisors. I recommend graphic rating scales, management by objectives (MBO) and performance distribution assessment (PDA) to be used

Provide a description of a scenario in which this kind of decision between two choices, based on weighing their underlying attributes, applies in the “real-world” business setting. Furthermore, what are the benefits and drawbacks, if any, to this method of decision making?

This paper will discuss will discuss rating system that judge employees on job performance. The rating systems that will discuss in this paper are the following: forced-ranking, absolute-rating and relative-rating system. The author will discuss weather forced ranking is a good performance management system, the different between the absolute-rating and relative-rating systems, an what would the author rely on as a rating system and can a absolute-rating system be devise that would guarantee differentiation among workers,

The performance appraisals process is flawed in many ways. Lack of preparation, time, training, and professionalism are a few examples of how the system is flawed. The individual completing the application often has many tasks that supersedes taking the appropriate time necessary to accurately keep notations of an employee's performance throughout the year. The lack of time leads to an employee receiving a performance review on the most recent accounts of his or her job performance instead of his or her performance throughout the entire year. Lack of professionalism can also hurt the appraisal process. An employee should be rated by his or her job duties instead of the personal opinion or feelings the manager or supervisor completing the form. All

One of the major benefits of this method is that it reduces the chance of discrimination as the feedback is collected from a very diverse group of individuals. It is an important tool to bring a change in the performance of an employee that result in organizational effectiveness. It is also beneficial in making the performance of the employee parallel with business values. Customer service may be improved by the front line employees by getting feedback from the customers through this method as this provide the opportunity to the employees to think on those areas where they are not performing well. Due to above advantages of multi-source performance appraisal method many big companies like Johnson and Johnson Limited, IBM , Xerox etc. use this method and are very successful in today’s competitive world as this method is more accurate and gives more reliable information than the traditional performance appraisal methods.

In this paper I will be describing effective performance appraisals and how they can increase employee performance. I will provide examples of strategic advantages in the performance appraisals process and also give examples of potential unfairness in the employee appraisal system.

Evaluating each option, allows the individual to explore what they feel comfortable with and which options are achievable.

Performance evaluations are a very important part of a business organization and places promotion and retain ability in the hands of the worker. According to Robbins and Judge,” Evaluations provide input into important decisions such as promotions, transfers, and terminations. Evaluations also identify training and development issues.”(pg.595 2009). There are several different theories and ways to conduct performance evaluations such as behaviorally anchored rating scales (BARS), critical incidents, graphic rating scales, Forced comparison, group order rankings and individual ranking. Each of these systems can be used on their own for ranking employee performance but some organizations use a combination of systems.

The three most important elements of the appraisal instrument include performance descriptors, numerical ratings, and the results section. The descriptors are vital because they are used by the evaluators to indicate the performance of the employee. The numerical ratings are used to subjectively rate performance in a way that can help in their computation and final ranking. The results section in the appraisal instrument contains the evaluator’s opinion, based on the calculation of the numerical ratings, regarding the employee’s overall performance.

Performance appraisals are a good way to increase employee motivation and productivity. On the other hand depending on the type of performance appraisal the employee receives may cause resentment and displeasure within the company. This paper will discuss a new appraisal process that can help employees understand and accept the appraisal process more.

Research Methodology Used to Evaluate Employee Performance Appraisal Systems (n.d.) this is not a good source… try to find a published, peer review source that can provide you with authors and publication dates reports that work performance appraisal systems assess the employee 's effectiveness, work habits and also the quality of the work produced. The research methodology used to evaluate the accuracy and effectiveness of the appraisal instrument takes different forms and depends on the type of career professional under the microscope for evaluation, but the foundation for all evaluations rests on several basic research techniques. The evaluation methodology corroborates the original employee evaluations and performance appraisals through supporting multiple research reporting measures.

Performance appraisal is a systematic and periodic process that assesses an individual employee 's job performance and productivity in relation to certain pre-established criteria and organizational objectives. It is a critical skill that managers need to master in order to evaluate an employee’s work performance. However, this skill is over looked or not appropriately utilized by managers. This can results in a negative sentiment where employees feel unappreciated or that their work is not valued by their managers. Although well defined, this topic is also subject to many controversies. Many reputable sources researchers have expressed doubts about the validity and reliability of the performance appraisal process. Some have even suggested that the process is so inherently flawed that it may be impossible to perfect. This paper will discuss and demonstrate challenges faced by employees and how their productivity is affected by ineffective performance appraisals.