Hi Lashon A Case Study

Running head: JDT TASK 3 JDT TASK 3 Western Governors University Human Resources JDT TASK 3 A. Benefits of Performance Appraisal Systems Optimal results of a well prepared and well developed employee appraisal: The processes demonstrates a commitment to people within the business by showing them that they are valued members of the company and their success is important to the entire organization.

Appraisals are a positive way for an employer to let the employee know how well they are performing the duties that are assigned to them, and an appraisal is a good indictor of how an employee needs to improve in a certain job task.

Is this system of appraisal effective? Not always. Could this be strategically improved? Definitely. The major downside of this appraisal system is that it is often generic, routine and repetitive. For example, the appraisal forms used to rate performance has remained unchanged for over a decade such that the appraised

An important element of the appraisal process is the setting of targets and objectives for the next period. An employee cannot be expected to perform well if they do not have a clear understanding of what is expected.

Introduction 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.

Tamarack Performance Management & Appraisal System An effective performance appraisal system supports our desire to create a productive, motivated, accountable, reliable, creative, dedicated, and happy workforce.

I. Employee Appraisal and Performance Evaluation: The performance appraisals at Initech are an essential process for the effective management and evaluation of the organization staff. They are conducted to help each Division develop their individual’s associates, improve their performance, and also for next fiscal years business planning purposes. Performance Appraisals

The purpose of a performance appraisal is to be used to improve employee performance. It should be used as a guide for recognizing outstanding behavior that is in line with departmental policies and work objectives, but should also be used as a tool for feedback to improve observed employee deficiencies. Performance appraisals should never be a surprise when it is presented to the employee. It is important for subordinates to understand what they are being evaluated on and what it takes to be successful.

The performance appraisals process is flawed in many ways. Lack of preparation, time, training, and professionalism are a few examples of how the system is flawed. The individual completing the application often has many tasks that supersedes taking the appropriate time necessary to accurately keep notations of an employee's performance throughout the year. The lack of time leads to an employee receiving a performance review on the most recent accounts of his or her job performance instead of his or her performance throughout the entire year. Lack of professionalism can also hurt the appraisal process. An employee should be rated by his or her job duties instead of the personal opinion or feelings the manager or supervisor completing the form. All

Performance appraisal is an important issue in human resource management and has a significant effect in the performance of an organisation. It is the system of evaluating the performance of employees regarding the accomplishment of their responsibilities and determining their potential to grow and develop. Bias in the evaluation process can affect the accuracy and appropriateness of the performance appraisal. Bias is a serious issue because it affects the ability to make appropriate decisions about the promotion of employees. A performance appraisal system that works to the disadvantage of members of a group can also pose legal issues.

On the other hand, poor performance, or mediocre performance may lead to negative appraisals and consequences, including job termination or withholding of bonuses, awards, and promotions. Performance appraisals are a systemic means of ensuring quality of work performance, and thus achieving the strategic objectives and advancing the goals of the organization. These performance appraisals, in order to be effective, must be applied in a uniform, objective, fair and consistent manner over time. In addition, the expectations of the performance appraisal must be clearly understood and agreed upon by the supervisor and the employee. Objectivity and fairness in the appraisal system build trust in the organization as well as high morale among employees.

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.

The most important purpose or goal of the appraisal is to improve performance and hence productivity in the future. Performance appraisals allow employees to see where they are at and managers can get valuable information from employees to help them make employee's jobs more productive. Performance appraisals sound great in theory but the odd thing is that they often don't get done, and many managers, supervisors and employees hate them. Legal implications, concerns about fairness and accuracy, costs and time are some of the issues which perhaps incline some managers to avoid performance appraisals but the reality is companies which have adopted this system find the benefits to be more than rewarding.

Performance –management and resource-allocation processes Performance appraisal process if made clear and transparent can help a lot to avert low morale in employees. Fair, trustworthy, and transparent processes for performances management and resource allocation help to meet people’s drive to defend.

Brief Overview of Performance Appraisal Performance Appraisal can be referred to as a method of evaluating your employees. Using this method, the performance of an employee is evaluated in terms of the quality, quantity, cost and time. Performance appraisal can be regarded as a part of career development.