Essay on importance of performance appraisal
The authors note that pay by measurable output was the primary motive for appraisal.
It requires a long-term perspective that is responsive to the concerns of current employees; potential future employees and recent employees no longer work for.
The way that its employees perceive an organization in important. Organizations rely on employees to complete business tasks in a timely and competent manner because their reputation may depend on the performance of its employees.
Performance appraisal notes
The appraisal system is a common target of legal disputes by employees, involving charges of unfairness and personal biases. Attribution error. Towers, B. Those who have this trait will be rated high and those who do not have it will be rated low. Appraisal schemes in organizations include provision for holding performance appraisal interviews which offer an opportunity for managers to inform employees about their performance. The work performance of the employee is examined and discussed in great detail in order to identify strengths, weaknesses, opportunities for improvement, and skills development Archer North. It is a practice which is established for the assessment of the employees performance and findings ways to improve the performance. Performance appraisal has been given a legal dimension which varies from country to country.
The data was collected by convenient sampling and snow ball sampling techniques with the help of questionnaires. Regency error occurs when raters use only the last few weeks or month of a rating period as evidence of their ratings of others.
Comparing Actual with Standards: The actual performance is compared to the standards set earlier for finding out the standing of employees. This support and interest encourages managers at other levels to put emphasis to the implementation of performance appraisal. Upward performance appraisal was, for instance, introduced in BP Exploration in Supervisors should always document the discussion of the review and should provide the employee with documentation of the discussion.
It is not a one shot deal.
The error can be washed out if the same rater appraises all employees in the organisation. Designed and monitored by the human resource department. The administrators of the performance appraisals usually are managers or human resource professionals.
Performance appraisal pdf
The four practices that have the most consistent impact in most of the judicial decisions are: i. Performance appraisal Performance appraisal are part of a performance management system, it is ongoing process of evaluating and reviews of employee performance over time. This is the process of identifying, measuring, managing and developing the performance in an organization. Whenever possible, it is better to have more than one rater conduct the appraisal and conduct all such appraisals independently. Regency error occurs when raters use only the last few weeks or month of a rating period as evidence of their ratings of others. The administrators of the performance appraisals usually are managers or human resource professionals. She also indicates that appraisals are useful in setting goals and in fostering improved communications among work groups and between employees and supervisors. This is why we have seen more of a focus on performance appraisals and the way in which talent is managed by employers and HR staff. The rater follows a via media and gives mediocre reports to the subordinates about whom he does not want to commit. Seeing that it can help employee and management together to achievement the goals under high performance. There are two categories of pay merit pay and variable pay. Those parts that are undisclosed relate to evaluation of an employees future performance Towers, , p. Most employees find that the appraisers can stick to the rules and do lawful performance reviews but still fail to provide honest assessments. The textbook mentions three different types of data that performance appraisals collect.
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