Introduction
Performance appraisal is defined by Mathias, Jackson (2005, p106) as ‘the process of evaluating how well employees perform their jobs as compared to a set of standards, and then communicating that information to those employees.’ This evaluation or review is usually carried out periodically. A performance appraisal usually forms an integral part of an organization’s Performance Management System, and although there are criticisms against performance appraisals, its many advantages heavily outweigh their shortcomings.
To understand difficulties faced by supervisors, it is necessary to first understand why supervisors want to carry out appraisals. The reasons mentioned by C.H. Tan, Torrington (2004, p228) are as follows:
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Leniency errors happens when the appraiser tends to only rate on the higher end of the grade, while strictness errors occurs when the appraiser tends to rate more strictly, and rate the appraisees at the lower end of the scale. This would cause unfairness in an organization with many appraisers, and each appraiser having to appraise separate groups of staff under them.
7. Lastly, appraisees may be doing similar jobs, but may be doing it at different times, and at different situations, and appraisers may not be able to judge them fairly.
Another difficulty faced by appraisers includes the large amount of administrative paperwork required before and after the appraisal is carried out. This may lead to appraisers feeling very demoralized, and may hinder them from carrying out a proper and fair appraisal.
Also, an appraisal is often seen as a serious and formal affair, and could lead to uneasiness between the appraiser and their staff. This could result in a strained working relationship. This is more evident if the staff has greater working experience in the organization, but is of a lower rank. This may not cause a problem during the initial work appraisals, but could surface in subsequent work appraisals.
Performance appraisals may also be seen only as a formality, and the issues discussed and planning made may not be actually carried out by either the appraiser or appraisee, or even both. Both parties may lose confidence in
A performance appraisal is a key element in organization and can be one of the greatest tools used to record employee production. Organizations can establish their goals and objectivities, while involving the employees in the process. Conducting a performance appraisal increases productivity and morale and can prove to be effective in performance production.
An appraisal is one of the most commonly used methods of formal assessment and is used to evaluate and assess the performance of an employee against agreed targets and objectives, with the aim of improving employee performance. Where an employee has been able to achieve their targets, the appraisal can be used to recognise successes. This often helps to increase an employee’s confidence and motivation and can lead to better organisational performance. Many organisations will use the outcomes of an appraisal to identify potential candidates for promotions or even an increase in pay. At the same time, an appraisal meeting may include discussions on underperformance, identifying why this has occurred and how this can be avoided in the future.
The reasons provided for failure in performance management versus performance appraisal discipline gap, accountability, measurement scarcity or overload, lack of balance and failure to assess impact. “There are two primary purposes of performance appraisal: evaluative and developmental. The evaluative purpose is intended to inform people of their performance standing. The collected performance data are frequently used to reward high performance and to punish poor performance.” (Smither, 2009) The developmental purpose is intended to identify problems in employees performing the assigned task. The collected performance data are used to provide necessary skill training or professional development. “The purpose of performance appraisal must be clearly communicated both to raters and rates, because their reactions to the appraisal process are significantly different depending on the intended purpose. Failure to inform about the purpose or misleading information about the purpose may result in inaccurate and biased appraisal reports.” (Cascio, 1998)
to bad results. The appraisal process can be a waste of time if it isn 't followed up with training and mentoring sessions.
Performance appraisals are used administratively whenever they are the basis for a decision about the employee’s work conditions, including promotions, terminations, and rewards. (Gomez-Mejia, 2012, p.223).
Appraisals are methods used to assess employee performance and productivity, these are also known as performance reviews. These appraisals are a chance to sit down with the employee on a one to one basis, evaluate their work, give feedback and plan for the future. Appraisals will give a clear indication of how well the employee is doing and what needs to be developed further.
Evaluators should be given training in procedures and principles of appraisal. They should be provided with knowledge and skills in designing appraisals, conducting post appraisal interviews and correcting rating
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
Conducting appraisals is a task that must be delivered with accuracy, trust, and a sense of projection. An employee must be afforded the opportunity to prepare for their appraisal and at the same time the manager must give themselves enough time to prepare and deliver the appraisal with the sufficient information that the employee will walk away with a clear path forward and the manager will notice an eager employee ready to expand their value to the organization.
The main aim of this essay is to deliberate if the performance appraisal should be treated as a manager 's tool which can be used to assess and control employees or as a method which allows workers to examine their achievement and help them to develop. Both views of the performance appraisal (PA) will be extensively discussed with concrete examples.
What exactly are the consequences of performance appraisal in organisations and how does it contribute to the organization or individual performances?
Performance Appraisal: Performance appraisal is the process of determining how well a worker is performing his job. It provides a mechanism for identification of qualities and deficiencies observed in an employee in relation to his job performance. The object of appraisal is to determine the present state of efficiency of a worker in order to establish the actual need for training. The process of performance appraisal consists of:
Performance appraisals are an aid to creating and maintaining a satisfactory level of performance by employees on their jobs. Chatterjee, B (2002: 216) has argued that “the mere knowledge that their performance is being assessed and that such an assessment will have an important bearing on their future within the organisation is a powerful incentive for them to sustain and if possible better their present level of performance”. Therefore performance appraisals help management in motivating and maximising the potential of its employees.
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)
Purpose of Performance Appraisal Performance appraisal aims at clarifying the employees work expectation, improving employee development, linking pay with performance and assessing workforce development (Mathus and Jackson, 1998). It makes employees to become aware of the organizations expectations after performance evaluation which helps them in improving their performance (de Waal, 2004). This is further emphasized by Gabris and Ihrke (2000) who found out that the main aim of performance appraisal is the provision of periodic and formal feedback to individual staff members.