Essay On Performance Appraisals

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

Knowledgeable and well trained employees are needed in every organization. It is important employees are able to perform all the tasks needed in order to reach the organizations needs and achieve the set goals. As times change, employees may stay behind in skills or may even lack training when it comes to new systems, technology or other procedures that the company may need in order to better performance. That is when the importance of training is more evident. An organization has a large responsibility for their success which is why training, development, and career development is

A performance appraisal is a documentation of the employees review, evaluation and development so I believe that the best performers, the kiss-ups and the take-no-prisoner type of workers all have the same chance of being winners in a performance appraisal, regardless of what we think of them. They each have a little something extra that management looks for in a worker. Personally, the top performers in the company would be my choice as the winner, but the kiss-ups usually have a special place in the heart of certain managers that take complete advantage of these workers who literally jump through hoops for them. There are some that may not have much to stand on for sizable pay increases, but they sure appreciate being needed by their boss and their boss depends on them just the same. Unfortunately, the take-no-prisoners are not always liked very well by coworkers, but usually they perform well and it is about how they are perceived by their manager. People who are the company’s best performers do not really feel the need to kiss up or throw others under the bus to make themselves look better. It shows in their work and usually their behavior.

When the organization invests in training and development to improve the knowledge and skills of its employees, the investment is expected to yield productive and effective employees. The programs could be focused on individual performance or team performance depending on the development need identified by a training needs analysis which helps in the creation and implementation of training and management development programs. In the view of Grobler, Warnich, Carrel, Elbert and Hatfield (2004:345), training needs have to be determined first.

Organizational analysis “involves determining the appropriateness of training, given the company’s business strategy, its resources available for training, and support by managers and peers for training activities” (Noe, 2013, p. 114). Organizational analysis has determined that retraining needs to occur in several key areas. Training will be given to managers, on improving communication, motivating and retaining employees through coaching and individual pathway development, with a

Employees who are trained regularly are well qualified, well motivated to achieve and realize and they have better confidence and self esteem.

Most organizations do not follow-up on the benefits of training as regards staff performance. As a result of this they don’t take training and development as an important factor in organizational growth and survival. Most manages do not know how to assess the return on investment in training, nor are they equipped with the necessary management tools to monitor the decision making process of such investment. It has been discovered that training and development budget is the first cut when the organization is faced with difficulties because most of them are of the opinion that investment in the area of training and development is not linked to the bottom line of the business. Globalization and rapid technological development has changed the conditions for companies and increased competition in the world markets. The quality of a company’s human resources is the key driver for sustained top-level performance. It has become crucial to continually invest in human resource development in order to guarantee success in the global market. As earlier said, managers engage in minimal training thereby not giving quality training to their employees, this in turn affects the overall outcome of the training and the performance of the staff. Most organizations that have a competitive image see more reasons to train their workers than those who are on the lower rung of the ladder of recognition, but training and development is still needed to create a niche. In the light of the above,

Performance Appraisals are integrative assessment tools which are advantageous to organizational effectiveness. The administrators of the performance appraisals usually are managers or human resource professionals. Making sure the appraisal tool is valid, reliable, standardized, and appropriate for the position is only part of the process. Unfortunately it’s not uncommon for employees to be in the dark regarding their performance, or areas of weakness, if a lack of communication exists. The ability to be proactive with one’s employees is where I feel the success lies. “Research shows that managers with poor communication or interpersonal skills are often the downfall of a company's otherwise sound performance management program

With respect to Scholtes, ( 1993) Performance Appraisal - much have we heard of this word yet many failed to understand what it means. There are various authors, leaders, managers and gurus who have defined PA according to their knowledge. But again, this buzz word appears to be mere a jargon to the ordinary people on the street Probably, the differences in the definition of the word itself are due to the scale of impact it has caused to the people, organization, economy and so forth, individually as defined by (Kumar, 2005; Pettijohn et al., 2001).

A training needs assessment is a very critical component to running a business in today’s

The purpose of training and development needs is to identify performance requirements and the knowledge, skills, and abilities needed by an organization 's workforce to achieve the requirements. An adequate training needs assessment will help direct resources to areas of greatest demand. The assessment should address resources require to fulfill the organizational mission, improve productivity, and provide quality products and services. A needs assessment is the process of identifying the "gap" between performance required and current performance. When a difference exists, it explores the causes and reasons for the gap and methods for closing or eliminating the gap. A complete needs assessment also considers the consequences for ignoring the difference.

Develop a performance appraisal system. The following steps provide the basis for such a process:

‘The problems associated with performance appraisal systems can be overcome by improvements to their design and implementation’. Discuss with reference to the orthodox and radical critiques of performance appraisal.

After identifying the training needs, the next step in the process would be to conduct a Cost-Benefit Analysis. The cost benefit analysis is:” A process by which you weigh expected costs against expected benefits to determine the best (or most profitable) course of action.” (Entrepreneur, 2014) In order to determine a solid cost-benefit analysis, it will all be determined on how well the training strategies were chosen with the best possible course of action that will benefit the company. Examples of solid cost-benefits would include: replacing older

The only way an organization can remain competitive in the current global environment is to embrace employee training to improve their skills and innovation capabilities. Organizations invest a lot of resources in training employees to gain knowledge on strategic issues which will add value to the organization. Many organizations will prefer training that will offer employees applicable knowledge that creates