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RUNNINGHEAD: Performance Appraisal 5

Performance Appraisal

Mary Wilcox

BUS 303: Human Resources Management

Angela Truman

December 28, 2015

PERFORMANCE APPRAISAL

As we learn more about performance appraisals and the process for which employee’s performance is retrieved and criticism and or remedial action plans are put into place in order to help make the employees work more effectively. It talks about the different appraisal processes that are effective and that are used to help evaluate and motivate a company’s employees. As the process is used time after time a company is successful in keeping their best talented and skilled employees.

One of the key reason to use performance appraisals is to evaluate the work performance of each employee. The goal of an organization is also important because it represents the effectiveness of the organization that has been set by management and the need to know what is being achieved through their employees. “Management use performance appraisal for many other reasons as well for example: managing salaries and wages, discussing a person strength and weaknesses, placing in a different position, and to perform disciplinary actions such as termination of an employee due to poor continued work performance” (Youssef, 2012).

Effective performance appraisals can increase employee performance by showing their strengths as well as their weaknesses. It can clarify what is expected of the employee by the employer. This will help the employee know where they stand and what they can do to improve or move up to the next level. Communications between the manager and the employee is a must. A discussion about the performance is also a must.

“The primary benefit of strategic advantages of performance appraisals by HR is to align employee performance to go along with the organization mission and goals” (Kokemuller, 2014). As an employer if you understand the strategic objectives that deals with the performance appraisals you can learn how to adjust yourself to meet your employer’s needs. A lot of people are motivated by their appraisal to do a better job so they will be noticed for their accomplishments and improvements. Hopefully the better one does on their appraisal, the more they will try to improve for their one. This also leaves the door opened for them to grow and develop. For the person that is struggling this gives them the opportunity to get more hands on training and ask for help.

There are some potential forms of bias within the appraisal systems. One thing that is for certain and that is you should always be fair by identifying areas that are not right. A bias can be using your position to help those that you like and to look over those that you don’t like. Using your position is wrong and some example are that this could be done by looking at a person race or ethnicity as being different from their own. A personal conflict can come into play clouding your judgment when looking at an employee’s performance. An example of this is when a manager and an employee personality conflict which contributes to them falsely assessing their performance because of how they feel about them. Another bias is to compare one employee skills to another one. A way to not do this is to use a standard that is developed by the company to use for each person know matter what. Religion and political preference is something not to use when being a manager or employee somewhere. It is not your job to judge them but to rate their job performance. Look at what their job is, how they perform that job, and how far they have come doing that job.

Performance appraisals can contribute to the achievement of strategic objectives like planning to place employees into management positions. Supervisors can give them more of a role to play in establishing their job description. Allow them the opportunity to voice their needs to help them enhance their job. Employees can receive extra incentives for doing a job well done which could be monetary or non-monetary. Like with most jobs morale plays a big factor where it creates a productive workforce. Properly executed performance appraisals can improve morale and generate a positive atmosphere for the employees where they want to do the best job possible without being told to it. Most of all by the managers and the employees working together they can become more effective in their work level which makes a more successful organization.

In conclusion, performance appraisals is an important tool used by companies and it can be effective when used to judge an employee performance. It shows many different appraisal processes that are effective and that are used to help evaluate and motivate a company’s most precious jewels and that is their employees.

Reference:

Youssef, C. (2012).  Human Resource Management. San Diego, CA: Bridgepoint Education.

Kokemuller, N. (2014). What Are the Strategic Benefits of Performance Appraisals? Retrieved

from http://www.ehow.com/info_12002472_strategic-benefits-performance-

appraisals.html