Performance Appraisal : Employee Evaluation Essay

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.

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.

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.

A performance appraisal is one of the most important factors in any organization and can be one of the greatest tools used to record employee production. Every organization has to have goals and objectives established and the employee has to be involved in this process. By conducting performance appraisal will improve productivity and also the morale of the employees.

Officer Lerma, this is your annual Employee Performance Appraisal. This appraisal reflects the observations made by myself as well as Sgt. Drake A9663 and Sgt. Camenisch B0467 from your Blue Team Supervisor Notes. During this period you have been assigned to Durango Jail on Shift 2.

Development of a performance appraisal system that is effective in a human service organization is of benefit for the organization and the employees. For a performance appraisal system to be effective, the system has to be strategic, designed to fit the specific needs of the organization, non-discriminatory, non-bias, with correct implementation and administration. Many different components, must to be incorporated to make this type of system beneficial for all who use it, and all who are evaluated by the system.

Interviewed were five members of The Gaston County Human Resource Department (HR). HR is responsible for the recruitment of qualified employees. HR is also charged with keeping accurate and complete records for personnel administration, including health insurance, retirement benefits, worker’s compensation, accident pressing reports, and time and pay request. In addition HR is responsible for over seeing, maintaining, and implementation of the employee performance appraisal system for all County departments consisting of 1,500 employees. Also interviewed was a panel of five front line supervisors from different departments at Health and Human Services, Social Services division (DHHS). DHHS is responsible for the care and support of the most vulnerable in the community offering services such as Food and Nutrition, Medicaid, Child Support, Day Care Assistance, Work First, and Adult and Aging Services. DHHS supervisors are responsible for line staff including conducting performance appraisals. Gaston County offices first priority is customer service to the public, all departments work in conjunction with each other in order to provide the services needed by the public at large.

Officer Wiles, this is your annual Employee Performance Appraisal. I have not been your supervisor for this entire evaluation period. This appraisal reflects the observations made by myself as well as Sgt. Mellott B0058 and Sgt. Malast B1962 and includes input from your Employee Performance Notes. During this period you have been assigned to Lower Buckeye Jail on Shift 2.

At too many organizations, the performance appraisal has degenerated into a mere formality. Employers and employees are jointly complicit, dutifully sitting across from one another but simply going through the motions, ticking off goals and targets achieved over the past 12 months, those that weren’t, and a new set of goals and targets for the next 12 months. As performance management tools, these by-the-numbers appraisals don’t hold much value for most companies, and they do little to raise employee engagement, commitment or satisfaction levels. However, rather than simply abandoning performance appraisals altogether, as some have implied, a growing number of employers are turning around this state of affairs. They’re reinventing performance reviews and reaping substantial rewards.

Performance appraisal is an evaluation and grading exercise undertaken in organizations to achieve several objectives such as employee motivation, identification of training needs, rewards and remuneration, employee development through feedback etc. [Fig. 1]. All methods for performance appraisal have several advantages and disadvantages based on location of the firm, socio-economic environment, vision and mission of the firm, organizational structure and other factors. Organizations in different industrial sectors may have different focus areas of work and different values and thus, expectations from employees vary across sectors.

Organizations use job analysis to perform appraisals used indirectly or directly to assist in determining any or any future reward outcomes. Results from job analysis help employers identify the employees who are performing better in their jobs and who should be getting paid more or rewarded with bonuses or promotions. The appraisal systems are more formal and structured between the employee and his or her immediate supervisor. Job analysis or job appraisals are done depending on the company or organization, either biannually or annually. The strength, weaknesses, skill developments, and opportunities for improvement are discusses with the employee. Those employees that are poor performers are counseled for better improvement and performance. Only in extreme cases are decrease in pay, demotion, or even dismissal is resorted to. The modern job analysis is to encompass the goal setting for the employer and employee.

Performance reviews are designed to both evaluate general performance and measure progress around specific goals. Both negative and positive aspects are incorporated in these reviews as they should serve as a point of reference to both look back in evaluation and ahead in anticipation. Pulling back from daily demands in order to assess and review employee performance allows managers to focus their attention on specific departments and clarify what is high priority to their company. Performance reviews also act as an opportunity to acknowledge working staff and identify professional development which will further support the staff members’ career growth. Reviews are seen as a powerful tool that can be tied to a company’s overall success;

“Performance appraisals can enhance employee performance as well as advance the mission and goals of an organization. There are many advantages of performance appraisals if they are applied fairly, consistently and objectively. Performance appraisals not applied fairly can be counterproductive and even destructive to

Performance appraisals are used in business today as a means of providing critical feedback to employees on their performance in the workplace. In a global environment, particular care needs to be exercised to ensure the message delivered and received by employees is sensitive to the cultural differences between the parties. This document will be discussing a situation where unintended consequences arose during a performance appraisal. The document will provide for a synopsis of the case study, background information, and some of the strengths and weaknesses of the performance appraisal. A review of if the situation could have been avoided and should the supervisor have anticipated the employee reaction will also be discussed. Finally, a review of culture sensitivity in performance evaluations will be analyzed and to determine if the interaction style between the parties was the reason for the ultimate outcome.

Performance appraisals are a good way to increase employee motivation and productivity. On the other hand depending on the type of performance appraisal the employee receives may cause resentment and displeasure within the company. This paper will discuss a new appraisal process that can help employees understand and accept the appraisal process more.