Essay on Performance Appraisals

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.

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.

Employee appraisal is a method of measuring and evaluating employee job performance. The employee evaluation consists of regular reviews at different intervals every six months or yearly reviews. The performance appraisal includes performance training, determining who will evaluate employee performance, evaluating job performance, and communicating results to employees. By conducting a performance evaluation, it can increase understanding of improving the problems that occur within the performance evaluations. In this research paper, it summarizes the findings for the specific areas of the performance appraisal process. Also, an integration of contextual applications is analyzed. Additionally, in the hopes of future research investigation and considerations, critical observations on this concept will also be present.

Performance appraisal systems play an important part in the process of performance management (Cascio, 2006) and toward ensuring consistency and fairness; this proposal recommends Kudler Fine Foods to use of the current performance appraisal system for evaluating individuals within the sales team.

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.

The measurement of employee’s performance is only internal. A good performance appraisal should have multiple raters, both internal and external.

Seiden, S., & Sowa, J. E. (2011). Performance Management and Appraisal in Human Service Organizations: Management and Staff Perspectives. Public Personnel Management, 40(3), 251-264.

“Performance appraisal is the process through which employee performance is assessed, feedback is provided to the employee, and corrective action plans are designed.” (Youssef, 2012). Performance appraisals can be very effective, by doing them carefully it will improve employee performance. Consistency with the evaluations is an important part of the process. During the evaluation express positive and negative accomplishments from the employee by using examples. Use goals, job related data that support ratings and focus on outcomes the employee can control and work towards. List specific areas the employee can improve on. Also it is important to compliment and show your appreciation to the employee.

Performance evaluations are a very important part of a business organization and places promotion and retain ability in the hands of the worker. According to Robbins and Judge,” Evaluations provide input into important decisions such as promotions, transfers, and terminations. Evaluations also identify training and development issues.”(pg.595 2009). There are several different theories and ways to conduct performance evaluations such as behaviorally anchored rating scales (BARS), critical incidents, graphic rating scales, Forced comparison, group order rankings and individual ranking. Each of these systems can be used on their own for ranking employee performance but some organizations use a combination of systems.

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.

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.

In today’s business world, performance appraisals are still widely used, yet at the same time very criticized. One of the reasons appraisals are criticized is some feel that they are a waste of time and are not value added. Samuel Culbert, author of the book,“Get Rid of Performance Reviews” states, “This corporate sham is one of the most insidious, most damaging, and yet most ubiquitous of corporate activities” (Culbert). He goes on to say that, “Everybody does it, and almost everyone who’s evaluated hates it” (Culbert). He feels that appraisals are worthless and should never be a method used for giving employees feedback. After doing more

Performance appraisals are a tool that most companies use when assessing their employees. A well prepared and well delivered performance appraisal can be beneficial to both the employee and the company. The company benefits in many different ways when they deliver this type of performance appraisal. The performance appraisal process

“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 management is the foundation for employee performance and engagement…it is larger than the annual performance review (“Guide to,” 2016). It is not merely a tool, but rather an act – an act of management (Ammons, 2015). One key best practice of performance management is having an effective appraisal cycle, as well as knowing how vital performance feedback is to the appraisal cycle and to the overall wellbeing of the human resources and to the company.