M&S Human Resources

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.

Looking at the developments in the work organisations and consideration of whether the appraisal is fair and accurate as outlined under orthodox critique, I am of the view that, to the large extent it offers a means to overcome the traditional limitations of appraisal, due to the following reasons.

An effective performance appraisal system supports our desire to create a productive, motivated, accountable, reliable, creative, dedicated, and happy workforce.

Formal employee appraisals provide a strong reinforcement of the corporate aims and values. It gives managers an opportunity to show employees how their individual roles contribute to the company goals and give feedback to the impact that the employee has on those goals. It also provides management with a solid forum for

It helps the company ensure that each and every employee’s objectives are still on track with your company’s goals. These evaluations can also improve employee engagement, most employees would like to know how well they are doing at their jobs. Overall, these evaluations are helpful to both you and the company in improving where both you and the company are lacking. Though, it may be tedious, please understand that these performance evaluations are necessary for all employees.

What are performance appraisals? Simply put, they are the evaluation of goals that are pre-determined and set by both the employee and organization (Harvard Business Press, 2009). They are used to measure an employee’s performance and team performance.

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.

Performance Appraisals will help to monitor standards, objectives, expectations, responsibilities, tasks, training needs and career succession planning. Also the employee appraisals are used for the evaluation of annual pay and grading reviews, which also coincides with the next year business planning.

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.

As much, the appraisal data identifies the employees who are performing poorly and it provides the resources to help the employee improve their performance. Before getting to extreme cases of demotion, decrease in pay, or dismissal.

First, we need to ask what performance appraisals are. They are “The identification, measurement and management of human performances within an organization.” (GOMEZ-MEJIA, 2010) Performace appraisals are popular and used world wide to measure personal and team performace. Performance management has increased with the gripping economy and having less to do more. Managers have always thought of optimal performance, yet a poorly written performce appraisal has a devistating impact on the employee, the manager, and the company.

(Grote, 2011) states that most appraisals are used for employees who are going to be receiving promotions, rewards or terminations. These appraisals as previously mentioned identify training and development needs (Robbins, 1994).

There is a potential for bias with the appraisal system if the expectations of the appraisal are not understood or communicated clearly by the supervisor and the employee. In addition, if the appraisal system is not used in a fair, consistent manner, from year to year, or from employee to employee, this will lead to resentment between employees, low morale and decreased performance. All employees must be treated fairly and equally in the appraisal process. Supervisors must use a uniform appraisal system and apply it consistently over time.

An appraisal is the business tool used at a regular basis to measure an employee’s performance. It is an opportunity to take an overview of a specified period keeping a

Human Resource Management (HR). This is the management of a business’s workforce or people. It is responsible for several things including the selection, training and assessment of employees, making sure that employment and labour laws are complied with and ensuring the leadership of the company overseen properly. In smaller companies the HR department may just be a few trained staff, but in larger organizations there will be a whole department focussed on HR.