HR Final

1

Managing and Appraising Employee Performance

China Brown

SNHU

01/27/2021

Managing and Appraising Employee Performance

Performance management is one of the vital roles of HR managers. It is usually done to align an organization's objectives with the agreed measures of employees, development plans, skills, competency requirements, and the delivery of results. Organizations undertake performance management by emphasizing learning and development, improving a high-performance workforce, and overall business strategies. The main aim of engaging in performance management is to drive behaviors from employees to get outcomes. Performance management is mainly done by motivating employees (Hee & Jing, 2018). Many organizations have registered improved and tremendous performance because of this approach. This paper seeks to address important concepts of performance appraisals by identifying the role of HR in the performance management process and how HR ensures that the process aligns with the organizational strategic plans.

Many reports have indicated that HR departments play a significant role in designing and implementing performance appraisals. According to some sources, it is the HR department's role to ensure smooth implementation of performance appraisals in organizations. HR departments take part in designing the performance appraisals by making sure that the process is simple and does not take too much time. The HR department ensures that the performance appraisal technique is clear and transparent. The HR department also sits with the reviewing authority to ensure the appraisals are completed in time and only the deserving employee’s benefit from the process (Tanti, Puspasari & Triandi, 2018). HR's role aligns the process to the organizational strategic plan by ensuring that the process enhances the fulfillment at the workplace s by improving employees' morale and motivating employees to work hard because they ensure that only the deserving employees benefit from the plan. This will motivate employees to work hard and meet their targets, and as a result, the organization will realize a significant increase in profit.

Behavior, trait, and result-based appraisal methods are different methods of measuring employee performance. The trait is an appraisal method that is attached to innate characteristics. Behavior is associated with employee actions. In trait appraisal, the manager is interested in how an employee exhibits a given trait about the job. On the other hand, the behavioral appraisal looks at particular actions related to the job. Behavioral appraisal is normally used when an employer wants to motivate employees on specific actions related to the job (Tanti, Puspasari & Triandi, 2018). Trait appraisal is used when an employer wants to motivate a particular character of an employee. For example, a manager can use trait appraisal to measure customer care performance to determine whether she is courteous on her job. An example of result-based appraisal is when an employer decides to track the performance based on the units the employee makes.

The suitable appraisal for Maersk is the 360-degree appraisal system. 360 degrees appraisal system is handy when seeking employees’ feedback. It helps in the collection of feedbacks from employees, customers, peers, and seniors. The feedback collected is used to determine the weakness and strengths of employees. For Maersk, this appraisal system is the best because it will help the company enhance collaboration, leadership, and teamwork skills through their feedback. It also helps the organization improve its profit because it creates a conducive environment for work by motivating employees and enhancing their skills. Collecting feedback gives a clear insight into an employee's personality trait and attitude towards the work assigned. The feedback from employees will also help the organization understand employees and their work approach better and help them grow. The advantage of this system is that it is cost-effective, and it will give the company a clear picture of employee’s performance.

Performance management involves rating employees using various rating scales such as linear numeric scale, Likert, multiple rating matrix, frequency scale, and forced ranking scales. Rating scales involve asking employees to rate abstract concepts such as satisfaction, education level, age, or machines owned in work. On the numerical scale, employees provide numeric responses to some questions such as satisfaction, brand favorability, ease, or feature importance. The Likert scale has employees agree or disagree with multiple statements (Wang, Zhu, Mayson & Chen, 2019). Multiple rating matrix present questions to employees and can be used to display many questions or statements. For example, when having employees or customers rating their brand attitude, it will need a matrix to rate the employees. Frequency scales are used to rate how employees perform or think they perform.

References

Hee, O. C., & Jing, K. R. (2018). The Influence of human resource management practices on employee performance in the manufacturing sector in Malaysia. International Journal of Human Resource Studies, 8(2), 129.

Tanti, L., Puspasari, R., & Triandi, B. (2018, August). Employee performance assessment with profile matching method. In 2018 6th International Conference on Cyber and IT Service Management (CITSM) (pp. 1-6). IEEE.

Wang, M., Zhu, C. J., Mayson, S., & Chen, W. (2019). Contextualizing performance appraisal practices in Chinese public sector organizations: the importance of context and areas for future study. The International Journal of Human Resource Management, 30(5), 902-919.