Evaluation Of The Performance Appraisal

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.

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.

Officer Wiles, this is your annual Employee Performance Appraisal. I have not been your supervisor for this entire evaluation period. This appraisal reflects the observations made by myself as well as Sgt. Mellott B0058 and Sgt. Malast B1962 and includes input from your Employee Performance Notes. During this period you have been assigned to Lower Buckeye Jail on Shift 2.

Within my setting a process we use to monitor, evaluate the performance of individuals and teams is appraisals. “All contracted staff should receive some sort of appraisal with their line manager” Daly M el al (2004 p.2070). Appraisals are good process for both managers and the staff team to openly discuss performances and quality of production and output at work. “Appraisals are regular meetings between employers and subordinate, providing a non-threatening routine occasion when work standards cam be discussed and suggestions for improvement can be jointly decided”. Sadek and Sadek (2004 p.134). To carry out a successful appraisal there is a few stages to make sure that all the correct

Annual performance reviews are not an effective form of performance management system to measure the employee’s performance because they can be biased, waste of managerial time, too sporadic to make a lasting impact, and can affect the employee’s behavior. All companies strive to be successful at meeting their company goals in a time efficient manner. As time goes on, companies are realizing the key to a successful business is happy employees. Companies must experiment with new methods to find the right process of evaluating employee performance and ensuring that success continues. Many companies use performance appraisals to relay information to the employees about their performance level within the company. Annual performance appraisals are so prevalent that 72% of companies use them to measure employee performance (Fawcett). Though the success of the review to motivate and improve employee performance, greatly depends on how well the manager executes the appraisal. Performance appraisals are important to companies but, the question of at what cost to the employee should it continue still continues to linger.

In summary, the formal performance appraisal gives feedback to employees to improve subsequent performance; identifies employee training needs; documents criteria used to allocate organizational rewards; forms a basis for personnel decisions-salary increases, disciplinary actions, etc.; provides the opportunity for organizational diagnosis and development; facilitates communication between employee and administrator; validates selection techniques and human resource policies to meet equal employment opportunity requirements.

The workforce today is known to have lots of issues regarding the customer satisfaction, competitive advantage, the fight for power, technological advancements, and effective service in order to attain success. Performance appraisal is one of the most crucial and central human resource practices in organizations due to its critical linkage with selection, compensation, training and other employment practices (Elsevier, 2008). Performance appraisal is a Human resource practice which concentrates on the interactions between the supervisors and the subordinates. Performance appraisal is an important tool in order to improve the business performance and also to develop an organizational culture that foster competitive advantage, flexibility and innovation. As the definition explains, Performance appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development (MSG, 2013).Through the method of performance appraisal, the employee or the individual develops himself intellectually and he understands where he went wrong to correct it. The individual is being assessed based on the work he has done and his ability so that he could effectively attain the pre-established criteria and organizational objectives. This method is really important in adding value to the organizational goals and the company’s objectives. It is said to be a key factor of encouragement to the employees and it highly

“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).

Performance Evaluation and Appraisal is an essential and integral part of Human Resource Management. This study aims to measure the challenges/issues faced by ABC Pvt Ltd, Bangalore and the resolutions/workarounds to some of these challenges/issues. It also aims to measure the satisfaction level of the employees of ABC Limited, before and after the changes in the Performance

Performance appraisal has grown to become an essential tool in every organization today. It has grown rapidly over the past decade with around 70% employees being appraised in 2011, rising from 43% in 2004. (WERS data, 2011). Performance appraisal allows an organization to measure the performances of its employees and use it as a comparison or decision – making tool for future objectives. However, despite its importance, it has become a commonly criticized HRM practice. (Gary et all) summarized performance appraisal into a real life example by comparing PA systems to seat belts in how people deem them necessary but only use them reluctantly to satisfy legal requirements or organization procedures. This can be related back to managers and supervisors responsible for appraisals in organizations. This essay will look deeper into the growing problems created by performance appraisal. Also, there will be a brief review of how some techniques and philosophies of appraisal are affecting modern organizations and its employees.

Performance appraisal is defined as a systematic and structured system for measuring and evaluating job related behaviours to discover reasons for performance and identify potential for the improvement of an individual, and eventually the performance of the organisation. (Singh, 2015) In this day and age of globalisation, managers tend to extensively use performance appraisals, as a measure of the productivity and effectiveness of the employees. In the case of a positive performance, the manager rewards the employee and on the contrary, the managers can seek to correct the lack of performance. Such exercises, allows the organisation to form a perception about the measures that need to be taken to bolster productivity in the future. Performance appraisals act as a control process for the managers, through which they can monitor the activities of the employees, to ensure they are accomplishing goals, and to correct any significant deviations (Hunsaker and Alessandra, 2008).

In the organizational structure the performance appraisal of the employees is an important and key factor for the success of the organization. It is a practice which is established for the assessment of the employees performance and findings ways to improve the performance. The mehtod of performance appraisal has am impact on the pay of individuals, and other organizational success. This process is also designed to deal with problem behavior. The process of performance appraisal is the best way to improve the performance of organization because with the help of this process the employees know their weak points and try to overcome those to improve the organizational efficiency (Rasch, 2010)

Appraisal performance of individual, groups and organizations is something important for all organizations to succeed and achieve its objectives. Also it is used to evaluate the performance of the employees and monitor them to achieve the desired goal.

The second beekeeper, however, had very different results. Because each bee in his hive was focused on the hive 's goal of producing more honey. This Bess had concentrated their efforts on gathering more nectar in order to produce more honey than ever before. The bees worked together to determine the highest nectar yielding flowers and to create quicker processes for depositing the nectar they had gathered. They also worked together to help increase the amount of nectar gathered by the poorer performers. Tile Queen Bee of this hive reported that the poor performers either improved their performance or transferred to hive No.1, because the hive had reached its goal. The beekeeper rewarded each bee his portion of the hive incentive. The keeper was also surprised to hear a loud, happy buzz and a jubilant flapping of wings as he rewarded the individual highperforming bees with special recognition. Should you measure performance or mere activities of employees? is the one who does silent work but does not show of himself/herself or the one who puts up a show but hardly performs to be recognized and rewarded? This and other related questions are answered in this chapter.

Performance appraisal is an elemental activity, which tries to elicit the innate capabilities, levels of performance, and nature of performance that influences the people. This activity is a universal undertaking, which has been, implemented in several organizations and institutions other the University of Sharjah. The study has centrally endeavored to explore performance appraisal at the University of Sharjah. It will delve on identifying the way activity takes place or is used, how its performance has influenced the clients and workers, and the general methods used to improve on the current performance appraisal method under use at the University of Sharjah. Therefore, this study has been categorical of a number of objectives as shown below: