Performance Appraisal Of Public Organizations Essay

Performance appraisals are an important tool for both employee and employers and if there is not a high level of equity involved in the appraisals, they can also be meaningless and ineffective to the employer and the employee. It is very important that employees feel they are receiving a reasonable and fair outcome according

One of the most important things in a company or organization is the performance appraisals that are given to the employees, some management and upper management. A performance appraisal can give so much information not only to the employer but also to the employee. There are many different types of performance appraisal out there, also because every job is different the performance for the different. A performance appraisal is important in any company because the employee knows how they are doing well as the management staff. Performance appraisal are also great because it shows it an employee need additional training or show improvement in certain areas that they was having trouble in also if they are ready to go to the next step like a promotion or a raise.

An organizational goals can be attained only when people put their greatest efforts. So the organization has to ascertain whether an employee has contributed his or her best performance. Performance appraisal is an objective assessment of an individual’s performance against well-defined benchmarks. The other terms used for performance appraisal are: performance rating, employee assessment, employee performance review, personnel appraisal, performance evaluation, employee evaluation and merit rating. The performance being measured against such factors as job knowledge, quality and quantity of output , initiative, leadership abilities, supervision, dependability, co-operation, judgement, versatility, health, and the like. Assessment

What is performance appraisals, how are they beneficial or damaging to the key characteristics of an effective system; and how does this system effect one’s own experience as to their own performance evaluation. So, what is performance appraisal, “it’s the evaluation of a person’s performance” (Kelly & Williams, 2016, pg. 92). This performance evaluation helps one’s manager in compiling information as to an employee’s conduct as to their performance and work ethics, through the usage of systematic process that was designed to rate their performance using one’s own

The performance appraisal report must be done genuinely and should not be based on biased. Performance of the employees should be evaluated taking all the aspects into consideration and should not be restricted to only one criteria. Performance appraisal is not a one-time affair, for better result the organization should do the appraisals in frequent intervals. Rating employees based on personal preferences, likes, dislikes, must be avoided so that employees gain confidence on the system of appraisal and are motivated to work hard and provide

In order for the design and administration of a performance appraisal system; to be effective; managers and employees must communicate on a regular basis. Allan and Rosenberg (1981) stated, “Performance appraisal system plays a number of roles in an organization that’s geared towards achieving the company’s goals and mission. Beginning at the corporate level, values, behaviors, and goals should be identified; these must support the company’s strategic mission and promote the success of the business. The basic purpose of performance appraisal system involves two parts, (1) an evaluation system, the evaluation

“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)

Performance appraisal aims at improving employee development, the employees work expectation, assessing workforce development and linking pay with performance (Peter, Matt and Colin, 2011). It prepares employees to be aware of the management expectations after the performance evaluation that helps them to boost their performance (de Waal, 2004). Performance appraisal looks smooth but researches explains that it is generally used in identify individual weaknesses, performance feedback and employee’s strengths (Ruddin, 2010). The practice of performance appraisal system by industry and business has been estimated between 74% to 89% (Idrisb). Performance appraisal systems are used for various purposes, that include feedback, human resource decisions and evaluation (Kline, & Sulsky, 2009).

Erasmus, Swanepoel, Schenk, van der Westhuizen and Wessels (2005: 268,269) state that performance appraisal is a formal and systematic process which the job-relevant strength and weaknesses of employees are identified, observed, measured, recorded and developed. The performance appraisal

Performance appraisals have changed over time (Glen, 1990). The BARS or “behaviorally anchored rating scales” evaluated employee traits such as reliability and cooperation (Glen, 1990). This system was later replaced by a “management-by-objectives” which sets performance objectives and appraised (Glen, 1990). More recently this was replaced by the merit pay and pay-for-performance systems (Glen, 1990). All the appraisal system attempt to maximize objectivity while minimizing uncertainty and subjectivity (Glen, 1990).

Performance appraisal is the day to day analysis of the employee’s performance and productivity in their respective job positions. Evaluation is usually done systematically and after a given period which in most cases done annually but this depend on the organization objectives. Several important factors are considered when drafting a performance appraisal; this includes the behavior of an individual, their achievements, strengths, and weaknesses. Data to be filled out in the performance appraisal is collected by consulting other employee’s, observation, interviews and most importantly the job objective.

Appraisal performance of individual, groups and organizations is something important for all organizations to succeed and achieve its objectives. Also it is used to evaluate the performance of the employees and monitor them to achieve the desired goal.

Performance Appraisal is the part of basic activities of Human Resource Department. It helps in motivating and utilizing the human resource efforts in the right direction. The proper performance appraisal system is correlated with the goals of an organization and also defines the individual goals so that an employee may know what he/she is expected to perform. Moreover, rewards are standardized on achieving the set goals. This generates a sense of motivation in an employee and thus takes an organization towards the higher levels of success.

​According to Nigro, Nigro and Kellough, (2014), performance appraisal refers to the systematic performance appraisal of employees in order to measure their skills and talent for the purpose of further personnel growth and development. Performance appraisal is mostly carried out in the private sector where the performance of employees is crucial as the organizations are focused on profits. However, the difference between the aims of private organizations and the public organizations introduces a problem when it comes to measuring the performance of civil servants. Thus most civil servants may not be overly enthusiastic about implementation of performance appraisal in their organization because of some inherent flaws of most of the techniques used, for example, ranking is prone to biasness of the appraiser which may in turn affect the morale or even employment status of a civil servant. This paper will thus seek to address the issues that affect implementation of performance appraisal systems in public organizations as well as providing possible solutions that can be implemented in the public organizations.

To determine the speed at which tools and mechanisms or models of performance appraisal have been implemented at the University of Sharjah