performance apprisal research paper

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 appraisals, performance reviews and/or appraisal forms are a part of the performance management process. In general, performance appraisals are not favored. People in organizations would prefer not to be advised they did not do tell this year compared to the previous years. Managers would prefer not to put themselves in a scenario that could possibly turn into an argument from an employee about a performance appraisal that was not that great. If the ultimate goal of a performance appraisal is employee development and organizational improvement, we have to consider moving to effective performance management system to avoid any conflicts. The successes of performance management strategies sound favorable to many, however, there are managers and supervisors that make decisions that affect the moral and performance of the employees. Moral can become the heart of an employee’s motivation to succeed and be happy at work.

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.

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.

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.

“Performance appraisal can be viewed as the process of assessing and recording staff performance for the purpose of making judgments about staff that lead to decisions. Performance appraisal should also be viewed as a system of highly interactive processes which involve personnel at all levels in differing degrees in determining job expectations, writing job descriptions, selecting relevant appraisal criteria, developing assessment tools and procedures, and collecting interpreting, and reporting results.”( The University of Georgia, & VirginiaTech, 2008)

Performance appraisals are used to facilitate improvement in employee performance, provide formal official feedback to employees concerning performance, provide information for decisions concerning compensation and other personnel transactions. One of the challenges that Systems Made Simple faces is with Performance Appraisals and how they are perceived by the employee and manager. Some managers and employees do not take the process seriously and we need to find a resolution so that the performance appraisal process is important to all involved. There are a few reasons why this is so challenging for us; first of all some managers have so many employees that that they need to conduct appraisals on that they feel overwhelmed and do not give the employee’s evaluation the time it deserves. We often see that the manager will copy and paste comments from employee to employee. This is not fair, each employee is different from one another and the comments should reflect that individual’s performance over the course of the year. The managers feel disconnected from the procedure, they

The contents of this paper will reveal the performance evaluation process and how can it become successful during the employee evaluation process. As well as is the process difficult from the manager or the employee perspective’s by also the revealing various traits of an effective manager in the workplace.

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

As today’s businesses continue to expand, workers are expected to perform well on their jobs. This is what truly happened to management who has a tendency to measure how well they are doing on their job. The job done in a certain period of time is frequently evaluated by performance appraisal. Performance appraisals lead to enhancing employee’s performance, internal communication (relationship), and quality improvements as well. Some experts argue that formal performance appraisal is somewhat useless and many of them contemplate performance appraisals can be detrimental to quality improvement and convey some negative perceptions to the management (David Law, 2007). Albeit many professionals pointed out disadvantages associated

Performance appraisal system followed in (AL TANMIA) has motivated employees to perform better. More than half of respondents are aware of the importance of performance appraisal system in improving one’s performance.

Performance appraisals are constantly viewed as burdensome tasks that employers would like to avoid despite understanding the significance of evaluating the performance of employees. This consideration is further fueled in organizations and companies with minimal pay raises and bonuses as well as those with downsized compensations. Organizations that take similar initiatives to deal with current economic challenges also experience difficulties in task of conducting performance appraisals of employees. However, there is need to ensure that the performance appraisal process remains a priority for the employers through focusing on its advantages and effect on increasing employee performance. While the effectiveness of performance appraisals is influenced by various problem areas, effective performance appraisals enhance employee performance.

Performance appraisal is useful and should be done. Employers perspective include that individual differences in performance can make a difference to company performance, documentation of apria may be needed for legal defense and appraisal provided a rational basis for constructing a bonus or merit system. Employee perspective include improvement in performance requires assessment, fairness requires that differences in performance levels