Essay on Performance Appraisals

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.

appraisal that is legally defensible as well as an effective management and a coaching tool. The self-appraisal can help the employee by reminding his/her boss of overlooked accomplishments. For example, I list all the task I have completed. Half of the tasks listed, my boss is unaware until he reads my review. After all, few managers are aware of everything their employees do. Performance reviews can be the stuff of nightmares and fill competent professionals with fear, anxiety, and dread. Why? One reason employees dread reviews is because many companies, and even more managers, don’t understand the function and value of reviews as an opportunity for employee engagement, motivation and growth (Tourish & Robson 2006). Another downfall of annual reviews is many professionals approach their performance review as a one-way conversation and don’t do their part

Within my setting a process we use to monitor, evaluate the performance of individuals and teams is appraisals. “All contracted staff should receive some sort of appraisal with their line manager” Daly M el al (2004 p.2070). Appraisals are good process for both managers and the staff team to openly discuss performances and quality of production and output at work. “Appraisals are regular meetings between employers and subordinate, providing a non-threatening routine occasion when work standards cam be discussed and suggestions for improvement can be jointly decided”. Sadek and Sadek (2004 p.134). To carry out a successful appraisal there is a few stages to make sure that all the correct

After reading the article Time to Scrap Performance Appraisals? I was able to see the bigger picture of how effective the performance evaluation process actually is. I do agree with the article that we should step away from the traditional performance ratings. If we are seeing a more positive trend, then why not change the performance appraisal process for the better. With so many problems with the process I agree with companies wanting to let the process go. Unfortunately I have not had the opportunity to experience the performance evaluation process, but I did go through an experience like it.

The reality is that most appraisal systems in organizations today are very procedural and bureaucratic in nature and involve a lot of tedious form filling which typically takes more time than the conversations themselves. As pointed out by the late management guru and author, Peter Drucker, both managers and employees dislike the process. Managers loathe it because of the mounds of paperwork and the fact that they are set up in a way that requires managers to spend a lot of time criticizing others. Employees generally dislike the process because they know their manager is compelled to criticize them to justify any pay increase which is average or below average and because most

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.

The reasons provided for failure in performance management versus performance appraisal discipline gap, accountability, measurement scarcity or overload, lack of balance and failure to assess impact. “There are two primary purposes of performance appraisal: evaluative and developmental. The evaluative purpose is intended to inform people of their performance standing. The collected performance data are frequently used to reward high performance and to punish poor performance.” (Smither, 2009) The developmental purpose is intended to identify problems in employees performing the assigned task. The collected performance data are used to provide necessary skill training or professional development. “The purpose of performance appraisal must be clearly communicated both to raters and rates, because their reactions to the appraisal process are significantly different depending on the intended purpose. Failure to inform about the purpose or misleading information about the purpose may result in inaccurate and biased appraisal reports.” (Cascio, 1998)

“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 benefit the company in a variety of ways. On the flip side, they can also create difficulties if they aren’t completed correctly. Many problems within the company can arise when supervisors haven’t been properly trained on appraisals. On a bigger note, companies can also be placed in legal trouble if appraisals are done incorrectly. To avoid these issues, the Human Resource Department needs implement training to the supervisors who conduct performance appraisals.

A performance appraisal is an evaluation done on an employee’s job performance over a specific period of time. It is the equivalent of a report card on an employee and how their manager assessed their performance over the prior year. It is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development.

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 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

The workforce today is known to have lots of issues regarding the customer satisfaction, competitive advantage, the fight for power, technological advancements, and effective service in order to attain success. Performance appraisal is one of the most crucial and central human resource practices in organizations due to its critical linkage with selection, compensation, training and other employment practices (Elsevier, 2008). Performance appraisal is a Human resource practice which concentrates on the interactions between the supervisors and the subordinates. Performance appraisal is an important tool in order to improve the business performance and also to develop an organizational culture that foster competitive advantage, flexibility and innovation. As the definition explains, Performance appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development (MSG, 2013).Through the method of performance appraisal, the employee or the individual develops himself intellectually and he understands where he went wrong to correct it. The individual is being assessed based on the work he has done and his ability so that he could effectively attain the pre-established criteria and organizational objectives. This method is really important in adding value to the organizational goals and the company’s objectives. It is said to be a key factor of encouragement to the employees and it highly