How Effectively Performance Appraisal Meets the Needs of the Employer and the Employee

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With reference to different types of performance appraisal, discuss how effectively performance appraisal meets the needs of the employer and the employee. “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) For…show more content…
Independence – part of the work performed with little or no supervision, etc. Graphic rating scale method for the performance appraisal can be appropriate in different types of work, which causes it’s huge popularity. But at the same time, the method has several disadvantages. Similarly to the previous method, this one suffers from subjectivism too. First of all, human’s performance can be estimated by the common impression, which can be both positive or negative. That evaluation can be spreaded to all individual properties and qualities, which often play a crucial role in the person’s behaviour. In the second place, without sufficient justification, appraiser may assign similar characteristics to each member of a particular social group. Thirdly, such fact as appraiser’s personal factor is existed. For example, good relations with the employee , which directly leads to a positive or negative shift in evaluation. Eventually, the effect of temporarily acquaintance – when for familiar person the most important information is the latest one, and for the unknown - the first information. Naturally, problems also comes from the subjectively perception of each person’s concepts such as "excellent", "good" and "bad." All this facts the employer must consider while using this method for assessing the performance of staff in order to make the most appropriate choice of staff for further efective development. Behaviorally anchored rating scales (BARS)
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