Evaluation Of A Good Asset Within An Organization

An appraisal is one of the most commonly used methods of formal assessment and is used to evaluate and assess the performance of an employee against agreed targets and objectives, with the aim of improving employee performance. Where an employee has been able to achieve their targets, the appraisal can be used to recognise successes. This often helps to increase an employee’s confidence and motivation and can lead to better organisational performance. Many organisations will use the outcomes of an appraisal to identify potential candidates for promotions or even an increase in pay. At the same time, an appraisal meeting may include discussions on underperformance, identifying why this has occurred and how this can be avoided in the future.

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 helps with developing information on an employee, which will help determine if the objectives that were set forth have been met, and what needs to be improved to help with the success of the company. This evaluation happens once a year to help the employer determine whether or not an employee is a great asset for the company. Performance appraisal is very important for staff motivation, communicating, and an individual’s contribution towards the company success. Each performance appraisal must be accurate, and thought through to ensure that appraisals is effective, and to help

The annual performance review seems ineffective, a waste of time, or it becomes demotivating for employees and thus counterproductive. Employee appraisal is a method of measuring and evaluating employee job performance. The employee evaluation consists of regular reviews at different intervals every six months or yearly reviews. The evaluations are a pre-determined set of criteria centered on organizational goals. A manager conducts performance evaluations and discusses the employee’s strengths, weaknesses, employee behaviors, productivity. A performance appraisal is essential for refinement, maintaining, or increasing job performance. These reports give the employee insight to where improvement is needed, and it provides an opportunity for development.

“Performance appraisals can enhance employee performance as well as advance the mission and goals of an organization. There are many advantages of performance appraisals if they are applied fairly, consistently and objectively. Performance appraisals not applied fairly can be counterproductive and even destructive to

Despite not being looked upon unfavorably by employees, performance appraisal systems have become common place in businesses today as a way for the employees and managers to determine if an employee is accomplishing their assigned duties and tasks. It is designed as a vehicle to convey what is expected of the workers and supervisors as well as establish standards of achievement (Lawler, Benson, & McDermott, 2012).

Critical elements of any performance appraisal are its reliability, validity, and objectivity. Reliability is the consistency with which something is measured; validity is the extent to which an instrument measures whatever it is intended to measure (Saal & Knight, 1995). In terms of performance appraisal, questions addressed are if the appraisal is consistent across employees and those doing the appraising, as well as ensuring the appraisal is actually measuring employee performance and not an outlying characteristic. It is in this area that the 360-degree appraisal is effective. Several authors have agreed that one observer does not effectively provide a thorough performance assessment (Rothstein, 1990). Employees possess valid information and insight regarding performance, and are useful because they have an

Performance appraisal system followed in (AL TANMIA) has motivated employees to perform better. More than half of respondents are aware of the importance of performance appraisal system in improving one’s performance.

Most employees like to receive feedback; the employees want to know how they are doing! Quality performance feedback on an ongoing basis is the lifeblood of the performance appraisal process. Research and practice demonstrate a consistent disconnect between employee and manager perspectives about the degree and nature of performance feedback. As leaders, communication is the building block of trust. Employees desire more frequent, specific, and timely feedback than the typical once a year meeting with the manager provides. Employees in many cases feel misled and betrayed when they do

Employee performance appraisals can be a company’s best resource or become its worst enemy. This statement is based on the how the system was implemented, documentation of events and the steps taken on the company establishing an appraisal system that is discrete, informative, motivated towards the employee’s success and nondiscriminatory. Many factors need to be considered to perform an accurate performance appraisal that assist in avoiding a valid legal challenge.

“Performance appraisal” is a discrete, formal, organizationally sanctioned event, usually not occurring more frequently than once or twice a year, which has clearly stated performance dimensions and/or criteria that are used in the evaluation process. Furthermore, it is an evaluation process, in that quantitative scores are often assigned, based on the judged level of the employee‟s job performance on the dimensions or criteria used, and the scores are shared with the employee being evaluated. (Angelo S. DeNisi and Robert D. Pritchard, 2006)

“Performance appraisal” is a discrete, formal, organizationally sanctioned event, usually not occurring more frequently than once or twice a year, which has clearly stated performance dimensions and/or criteria that are used in the evaluation process. Furthermore, it is an evaluation process, in that quantitative scores are often assigned, based on the judged level of the employee‟s job performance on the dimensions or criteria used, and the scores are shared with the employee being evaluated. (Angelo S. DeNisi and Robert D. Pritchard, 2006)

Appraisals are conducted in order to fulfill their obligation, some others do it to fill a report in their file but the successful organisations understand the benefits of appraisals which are to strategically manage performance of employees. The process provides a record of individual performance recorded over a given period of time. The process gives every one an opportunity to reflect on future development and how to meet one’s expectations. The output of the performance appraisal helps the supervisor in determining salary increases and gives an opportunity to focus on future goals through identifying the underlying issues and correcting them to attain better results in the future which benefits both the employee and the organization (Sanchez & Levine, 2009, p. 53).

Journal of Managerial Psychology 11,6 50 Self performance appraisal vs direct-manager appraisal: A case of congruence Yehuda Baruch University of East Anglia, Norwich, UK and Visiting Research Fellow at the London Business School, London, UK The process of performance appraisal (PA) is of most importance in human resource management (HRM). In a broad sense, PA systems are used for two main purposes: as a source for information for management; and as a feedback instrument for individuals employed by the organization. In the first case, the applications of the use of PA serve a variety of management functions.

The goals of the organization cannot be fulfilled without the skills or talent of the employees and a direction to apply them. The employees will have goals, actions, and behaviors to bring the company closer to the organization’s vision. Moving forward requires direction so that new and current employees stay on track. Appraising an employee may affect their base pay, promotional status, and retention decisions. The employees who are found to have deficiencies may be identified and corrected when their appraisal is interpreted. This can also reinforce the employees existing strengths. A performance appraisal reviews an employee’s career plans and identify any training needed. Other components related to performance