Performance Appraisal Is The Most Crucial Aspect Of Organizational Life

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.

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.

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.

Performance appraisal is important to any organisation as this is the optimum way of achieving goals and set objectives by the business. The organisation will have constant supervision of employees and how they are performing, this creates a relationship which can have a positive influence rather than a negative one as the employees will see firsthand what they are doing wrong and will strive to improve. In the organisation these appraisals can be used to determine the weaker and stronger employees, successful organisations today have strong performance appraisals as this allows them to recruit, develop and maintain their employees and keep them at a high standard which allows the organisation to grow.

Although Performance Management evolved from performance appraisals few decades ago, most literature still intensely focuses on performance appraisals when addressing performance management.

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

“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

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

When doing anything meaningful, humans have a natural desire to know how they are performing. In particular, if they are doing a job, they need to know if they are doing horrible, great, or somewhere in between. One of the best potential ways of providing this feedback is through the use of performance appraisals. By definition, “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) If properly designed and administered, a performance appraisal can provide a great benefit to the

Performance appraisals are a major component of human resource management systems used by organisations to measure and manage what is considered to be the most valuable resource available to them; human capital. This report aims to evaluate the effectiveness of performance appraisals and its application to both the employer and its employees, taking into consideration various rationales for its implementation. This will be achieved through an in depth review of the concept of performance appraisals, its evolution in corporate organisations and existing literature on the topic, and the effects (both positive and negative) to the organisation as a whole and to its employees. It will be argued that despite being of relative importance to

It is been said by some that appraisal cannot serve the needs of evaluation and development at the same time. it must be one or the other. The researcher believe there must be an acceptable middle ground, where the need to evaluate employees objectively, and the need to encourage and develop them, can be balanced.

Performance appraisal is a systematic and periodic process that assesses an individual employee 's job performance and productivity in relation to certain pre-established criteria and organizational objectives. It is a critical skill that managers need to master in order to evaluate an employee’s work performance. However, this skill is over looked or not appropriately utilized by managers. This can results in a negative sentiment where employees feel unappreciated or that their work is not valued by their managers. Although well defined, this topic is also subject to many controversies. Many reputable sources researchers have expressed doubts about the validity and reliability of the performance appraisal process. Some have even suggested that the process is so inherently flawed that it may be impossible to perfect. This paper will discuss and demonstrate challenges faced by employees and how their productivity is affected by ineffective performance appraisals.