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Human Resource Management - Critical Analysis of a Current Hrm Issue - Employees' Perception of Fairness of Performance Appraisal Systems

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Human resource management
Individual Minor Paper (Critical analysis of a current HRM issue)

Introduction
This thesis aims to identify how employees’ perceived justice (or fairness) of performance appraisals influence their effectiveness and usefulness for an organization’s performance management system by critically evaluating the existing knowledge of appraisal provided by researchers. It contains an analysis of similarities and differences in the points of view presented by researchers and an explanation of why these similarities and differences are influential. Next, it provides a discussion of HRM’s role in the management of this particular issue. This thesis also attempts to move beyond the narrow strictures in which performance …show more content…

However, what should be aware is that perceived fairness of performance appraisals and key factors influencing this perception vary very much on the basis of different organizational environment, because developing an effective performance appraisal system that can be employed by management to assess employees is an endeavor that involves several difficulties. The first difficulty is the inherent problem of finding a measurement approach for a large number of people in a variety of jobs in different industries. The second difficulty is the undeniable dislike that most people have of being evaluated. The third difficulty is that many researches have been conducted in this area but only few identified different emphasis in developing a good performance appraisal system with different organizational culture values.

HRM’s role in management
Based on these difficulties, what should an organization’s human resource management (HRM) system do to improve the effectiveness and efficiency of their performance appraisal process should be taken into account. Fairness issues concern the methods, mechanisms, and processes used to determine outcomes (Robert and Jennifer 2009). Perceptions of justice reflect an appraisal of the process by which an allocation decision is made. Therefore, the presence or absence of justice as a feature of HRM may influence employees’

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