Performance Appraisal BUS 303 Human Resources Management Ashford University Introduction A comparison of an employee’s performance to standards that are already pre-determined to the organization is called a performance appraisal. Performance appraisal is the systematic evaluation of the performance of the employee and to understand the abilities of a person for further growth and development (Performance appraisal, 2008). If performed correctly, this can be very beneficial to the growth of employees as well as the organization.
Objectives: • To maintain records in order to determine compensation packages, wage structure, salaries, and raises. • To identify the strengths and weaknesses of employees to place right employee on right job. • To maintain and assess the potential present in a person for further growth and development. • To provide a feedback to employees regarding their performance and related status. • It serves as a basis for influencing work habits of the employees. I • It reviews and retains the promotional and other training programs. Performance appraisal, 2008). Monitoring of employee performance and feedback on effectiveness are some factors that can enhance employee performance and motivation. You can do this by formal coaching on a day to day basis or even annually. Typically, a formal appraisal interview is conducted annually (Murphy and Cleveland, 1995). From the perspective of the organization, carrying out performance appraisals is to establish accountability as well as maintain it.
With that being said, researchers imply that the main cause of organizational failure is non-alignment of responsibility and accountability (Murphy and Cleveland, 1995). This mainly occurs when the employees are burdened with responsibilities but are not accountable for the way in which the work is being carried out. What mainly happens here is that since the employees are not accountable, the organization does not have a record of what roles have been assigned to whom and hence there are chances of overlapping of roles takes place.
Since more than one person or department has been allotted the same role, there is overlapping of roles. This can end up creating a situation where every individual is passing on his work to the others and there is a lot of mishap in the organization. The work is not being carried out as it was supposed to. If this situation prevails, and becomes severe, either the organization will have to be completely shut down or it will keep running but will not be dependable. Communication Communication between subordinate and superior is a key factor to scheduled appraisals.
Discussions can be held about the way in which the work is being carried out and then any complaint regarding different issues can be corresponded. This can be useful to both parties in that this is a time in which cannot be interrupted and used for discussion purposes. A benefit to most, is the fact that these performance appraisals can provide employees with rewards for their work efforts. Rewards can come with incentives if the employee’s work is worth commending. This further motivates the employee towards achieving organizational goals as well as personal growth.
During the appraisal, even if the subordinate is criticized for performance, it will still benefit the employee to receive feedback as they will feel included and accountable. It will make the subordinate realize that their performance is important to the organization and efforts are not dismissed. If the employee accepts the whole process positively, it will help the employee perform to a higher standard, which will also benefit the organization. This basically motivates and assures the employee that they are not being overlooked within the organization.
Once the performance appraisal is carried out, the superior then will have a better knowledge in which departments the subordinate needs training or maybe they just need more extensive training. Being that the discussion is on a one-one basis, the subordinate and superior can evenly discuss the areas of needed improvement without making it a point to not offend the employee, rather give encouragement for improvement. If the work of the employee is not up to the organizations standards, it can be here communicated to the employee.
The existence of performance appraisals can help employees analyze the overall need of training within the organization. Overall Performance Appraisal demands and depends completely on the supervisors. Performance appraisal is the systematic evaluation of the performance of the employee and to understand the abilities of a person for further growth and development (Performance appraisal, 2008). The main purpose of performance appraisal is so that the supervisor can give a feedback to an individual on his/her performance over a certain period of time.
Performance appraisal will be very beneficial to employees and the whole workforce if properly done. References Murphy, R. and Cleveland, J. (1995). Understanding Performance Appraisal: social, organizational, and goal-based perspectives, California: Sage Publications Performance Appraisal (2008). Management Study Guide Pave Your Way to Success. Retrieved on October 17, 2012 from http://www. managementstudyguide. com/performance-appraisal. htm