Evaluation Of Employee Performance Appraisal

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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. a. Employee performance appraisal evaluates an employee’s work behavior comparing it to predetermined well defined set of performance metrics (job-related standards). The results are used to provide feedback to the employee to show where improvements are needed and why they are needed. These appraisals should/can also be used to assess training needs, promotion potential (retain, promoted), and if need be if an individual’s performance…show more content…
It is not what I want or what I find as an attractive trait or behavior. Items such as character, looks, race etc. should never be used, why well because they really have nothing to do with an individual’s job behavior. As a manager myself I find it difficult to truly appraise individuals, for many reasons, one is that not everyone has the same job in my organization, two there are over 80 people that work in there so remember and playing back all work performance is often a difficult job for the 3 supervisors I have. Moving back on track; performance appraisals should encompass relevant performance standards and performance criteria in order to measure performance, which as stated in both the lecture notes and text is an elusive term. c. Specifically discuss the reasons why the authors of your text are generalizing that Performance Appraisal (PA) in public organizations is highly ineffective and problematic. The authors in the text generalize PA’s in public service are highly ineffective and problematic for serval reasons such as the fact that about 20% of employees indicate that the appraisal system motivated them to do a better job. Or that performance management is not effective in providing specific expectations, useful feedback, engaging and energizing the work force, or raising levels of employee satisfaction. The authors also list a plethora of paradoxes concerning PAs. For example one is that employees are less certain or even
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