Evaluation Of A Employee Performance Appraisal

After reviewing exhibit 7.4.2, list what you regard as the major problems with the Darby appraisal system. Make specific recommendations about changing the system.

Interviewed were five members of The Gaston County Human Resource Department (HR). HR is responsible for the recruitment of qualified employees. HR is also charged with keeping accurate and complete records for personnel administration, including health insurance, retirement benefits, worker’s compensation, accident pressing reports, and time and pay request. In addition HR is responsible for over seeing, maintaining, and implementation of the employee performance appraisal system for all County departments consisting of 1,500 employees. Also interviewed was a panel of five front line supervisors from different departments at Health and Human Services, Social Services division (DHHS). DHHS is responsible for the care and support of the most vulnerable in the community offering services such as Food and Nutrition, Medicaid, Child Support, Day Care Assistance, Work First, and Adult and Aging Services. DHHS supervisors are responsible for line staff including conducting performance appraisals. Gaston County offices first priority is customer service to the public, all departments work in conjunction with each other in order to provide the services needed by the public at large.

Performance appraisals are used administratively whenever they are the basis for a decision about the employee’s work conditions, including promotions, terminations, and rewards. (Gomez-Mejia, 2012, p.223).

The company has an evaluation system that is not meeting the organizational objectives or developing the employees. Problems have arisen with the current evaluation reporting system because rating officials are too generous when evaluating employees. The organization’s employee evaluation format does not force the rating officials to be honest when evaluating their employee’s potential and performance. Rating officials are not trained on rating techniques and don’t provide quality feedback and establish employee goals that align with the organizational goals of the company. Poorly administered evaluations can undermine employee morale and be used by disgruntled employees against employers in litigation (Woodford & Doyle,

This study is based on my interview with a HR manager at the community level. My interviewee has worked as a HR manager for the past ten years. This has enabled him gain the necessary experience pertaining to the element of human resource. The manager asserts that human resource management is a crucial component of the management process. According to him, understanding the importance of people within a company demands that we recognize the human element of the organization (Landy & Conte, 2010). Throughout his practice, he noticed that a poorly managed organization views an average employee as the source of poor quality and lack of productivity. Such organizations focus on capital investment instead of employees as the integral source of business improvement. A business entity can only gain efficiency to the level of its goal achievement. For an organization to become successful, it must emphasize on employee satisfaction and strong employee motivation (Herzberg, 2013).

Performance appraisal aims at improving employee development, the employees work expectation, assessing workforce development and linking pay with performance (Peter, Matt and Colin, 2011). It prepares employees to be aware of the management expectations after the performance evaluation that helps them to boost their performance (de Waal, 2004). Performance appraisal looks smooth but researches explains that it is generally used in identify individual weaknesses, performance feedback and employee’s strengths (Ruddin, 2010). The practice of performance appraisal system by industry and business has been estimated between 74% to 89% (Idrisb). Performance appraisal systems are used for various purposes, that include feedback, human resource decisions and evaluation (Kline, & Sulsky, 2009).

Most organizations today have an employee appraisal format that is used to rate the yearly job performance of each of their employees. This employee review process is vital to organizations to help guide and motivate their employees in order to meet the overall goals of the company. This process is used to give feedback to each employee on their performance as it relates to the expectations put forth in their position expectations. Employee evaluations are key components when deciding on promotions, demotions, pay increases, or employee terminations.

The very bare existence of any organization is profit maximization through a series of inputs maneuvered by a mixture of mechanical and human activity. Though businesses evaluate their machine via depreciation, human evaluation remains their only challenge. To face this challenge, Human resources managers and business leaders put together a system called: Employee Performance Appraisal which sets to evaluate employees on a yearly basis. This process often causes tension between employees and employers because it fails to do away with biases and prejudices. So, it is hardly ever that an employee receives a fair performance evaluation. Many kinds of bias can show up during the performance appraisal process. The most common ones occur when managers or appraisers compare two employees’ performance against each other while using only one form for each department, a process that discourages smart and strong employees from seeking higher ranks within. Some argue that lack of systemic evaluation and financial resources is to blame. The intent of this paper is to address the various kind of bias and show they affect negatively both the organization and its employees. In addition, valuable time and resources are wasted conducting interviews and meeting that are inefficient. Time that could have been used to enhance productivity and training for employees, is now allocated to either to degrade, demean, demotivate employees. Such behavior is always perceived as bias. Consequently, if

Managers’s play a huge role in performance evaluation of employees. There are several factors that contribute to how managers assess performance evaluation, these components are orientation, training, development, feedback, and annual performance appraisals (). Human Resource managers are important to the performance appraisal process, because they make sure that the appraisal is fair, detailed, and the managers are handling the appraisals professionally(). In order to properly ensure that the performance appraisals are conducted in a fairly, HR managers need to make sure that the appraisals are non-discriminatory. As an Human Resource manager it is important that the managers who conduct the performance appraisals are properly trained on

The purpose of the employee job appraisal is the measure the job performance. It is the process that management uses to determine how well an employee performs their job and communicated back to the employee. Employee appraisals provide companies with the metrics regarding the quality of work of each employee. It can also let you impartially compare several employees in areas where improvement is needed. The significance of an employee appraisal is that it is helpful in recognizing achievements and where development is needed. Also, it can be in helpful in motivating an employee to contribute more to their everyday job. There are several types of employee appraisals that can be used at any company. How can you determine which is the best method for job appraisals?

The main aim of this essay is to deliberate if the performance appraisal should be treated as a manager 's tool which can be used to assess and control employees or as a method which allows workers to examine their achievement and help them to develop. Both views of the performance appraisal (PA) will be extensively discussed with concrete examples.

“There is a basic human tendency to make judgement about those one is working with, as well as about oneself” states Dulewicz (1989). Thus, the implication that the tendency to judge others is innate in regards to the question set, suggests that’s organizations that carefully structure there performance appraisal techniques will establish a reliable reference base for personnel decisions assisting towards increasing organizational productivity; if bias is omitted. Hence, many theorists argue that performance appraisal is the most crucial aspect of organizational life (North, 2014).

Q5. What is meant by employee “Performance Appraisal? What exactly do you measure or appraise through performance appraisal process? Specifically discuss the reasons why the authors of your text are generalizing that Performance Appraisal (PA) in public organizations is highly ineffective and problematic.

Performance appraisal is a process of appraising the employee job performance. It also allows a continuing process of learning, studying, analyzing, and recording data about the value of the employee. Performance appraisals are a very useful tool for management and associates alike. Companies use performance appraisals for the purpose of evaluating and developing associates. An appraisal that has been properly executed acts as the basis for hiring new employees, training and developing current employees, restructuring of workflow, and aids in motivating employees as well.

It is very important that employees recognize that negative appraisal feedback is provided with a constructive intention, i.e., to help them overcome present difficulties and to improve their future performance. Employees will be less anxious about criticism, and more likely to find it useful, when the believe that the appraiser's intentions are helpful and constructive. (Fedor et al. 1989)