Performance Appraisal
Performance Appraisal
Any organization can not achieve its goal without the best-performing
employees. when the organization achieves its goal employees are a significant
factor. For that employees need to be motivated toward the goal
Performance appraisal focuses on reviewing what has
been achieved in the past and using the data to plan the future to achieve
company goals
Employee
performance appraisal system is recognized as an evaluation criterion of the Human
Management System of a company
Every company goes under the obligation of
stakeholders and has to be performed well according to their accepts. That depends
on the quality of dedication, expertise, enthusiasm, and skills of employees
who are working at every level
Performance appraisal is a major criterion for
managing Human resources in an organization. This is used by companies as a
method and process to evaluate the level of performance of their employees (Dina Van Dijk and Michal M Schodl, 2015). This
includes measuring employees and getting to know the level of quality of their
performance. The main purpose of performance appraisal is to improve the level
of employees to achieve the organizational goal
I work for a group company of one of the leading
commercial banks, in early 2020 even the management set up many targets in its
annual budget proposals that could not be achieved many times. Also, management
involvement is very low in the organization’s operation works. So it is proposed
to introduce a performance appraisal system. evaluate their employees from time
to time and later realized when the time to time evaluate the performance of their
employee’s targets is not much difficult.
A performance appraisal system can be used to improve
the standard of employees’ work and as a control process in the administration
References
ARMSTRONG, M. (2014 ). Amstorng's Handout Book of
Human Resourse Management Practice,13th Edition.
Ashima Aggarwal, G. S. (2013). International Journal
of Engineering and Advanced Technology,ISSN: 2249 – 8958, Volume-2, Issue-3. Techniques
of Performance Appraisal-A Review.
Daoanis, L. E. (2012). International Journal of
Economics and Management Sciences,Vol. 2, No. 3, 2012, pp. 55-62 . PERFORMANCE
APPRAISAL SYSTEM: It’s Implication To Employee Performance.
Dina Van Dijk and Michal M Schodl. (2015).
International Encyclopedia of the Social & BehavioralSciences, 2nd
edition, Vol 17. Oxford: Elsevier. pp. 716–721. Performance Appraisal and
Evaluation.
Mollel Eliphas R.,Mulongo L. S.,Razia M. (2017).
Issues in Business Management and Economics Vol.5 (4), pp. 45-59. The
influence of performance appraisal practices.
Nancy Wairimu Mwema, D. H. (2014). International
Journal of Social Sciences and Entrepreneurship Vol.1, Issue 11, 2014. THE
INFLUENCE OF PERFORMANCE APPRAISAL ON EMPLOYEE PRODUCTIVITY IN ORGANIZATIONS.
This comment has been removed by a blog administrator.
ReplyDeleteThis comment has been removed by the author.
DeleteGreat introduction Upul. Every organization runs with the effective deployment of human resource. Human resource is pivotal in setting and realization of objectives. The performance of any organization is functionally dependent upon the total performance of the deployed workforce. According to Peter Drucker (1996) has aptly said that an organization is like a tune; it is not constituted by individual sounds but by their synthesis. The success of an organization will therefore depend on its ability to assess accurately the performance of its human resource and use it objectively to optimize them.
ReplyDeleteAgreed Chathuri,Appraisal is a technique for evaluating the behavior of representatives in the workplace, including regularly the quantitative and subjective parts of the occupation implementation (Sheema Dwivedi, 2021). It is the systematic assessment of a person in relation to his or her job fair and their potential for advancement. A structured procedure for assessing and evaluating the work-related behavior and outcomes of workers to find out how and why the representative is performing their work at present and how the representative can perform more meaningfully in the future with the aim of being the worker, the association, and society as a whole an advantage(Sheema Dwivedi, 2021).
DeleteAgreed with the content. In addition, According to Pulakos (2009), taking organizational context into account when creating employee performance appraisal systems and processes results in the establishment of performance standards and criteria that are tailored to the contexts of employee performance appraisal in order to define various requirements for various positions.
ReplyDeleteAlso Probuddha, Performance planning is based on performance agreements. An important aspect of performance planning is the process of aligning individual goals with the strategic goals of the organization (ARMSTRONG, 2014).
DeleteHi Upul, agree with your comments and further, performance management focuses on future performance planning and improvement and personal development rather than on retrospective performance appraisal. It functions as a continuous and evolutionary process in which performance improves over time. It provides the basis for regular and frequent dialogues between managers and individuals about performance and development needs based on feedback and self-assessment. It is mainly concerned with individual performance but it can also be applied to teams (Armstrong, 2006).
ReplyDeleteThanks Derrick, Further to the above, Performance appraisals should be conducted on a regular basis to assess employee performance measured against prescribed or estimated requirements of the job. Importantly, Organizations know exactly what is expected of them and Performance and results are measured (Nancy Wairimu Mwema, 2014).
DeleteAgreed Upul, According to (Bagul, 2014) All employees in the businesses are fully aware of the concept of performance appraisal as well as the procedure of performance appraisal used in their firm, making the process of performance appraisal completely transparent. Employees realize the importance of having an effective performance appraisal system, thus they actively participate in suggesting ways to improve the system. According to the findings of the research, the organization has too many criteria and conditions in place for conducting performance appraisals of top-level staff.
ReplyDeleteThanks Christeena, Performance appraisal is a formal system that assesses the quality of an employee's work. Evaluation should not be viewed as an end in itself, but as an important process within the broader performance management system related to the organization's goals, day-to-day work, professional development, rewards and incentives (khan, 2013).
DeleteAgreed with you. A good appraisal system also aids management, giving practice leaders the information needed for management decisions such as staff development, job structuring and promotions, workload distribution, and compensation. Well-documented performance appraisals also provide a sound basis for disciplinary actions and termination decisions and provide back-up if such actions are challenged. Consistently applied appraisals are also important if an employee alleges wrongful discharge or violation of Equal Employment Opportunity laws (Gesme & Wiseman, 2011).
ReplyDeleteAgrreed Manjula,Performance appraisal is a component of performance management that aims to increase efficiency and productivity and provides an opportunity for continuous review of agreed goals (Wagacha Kevin Njuguna, 2017).Employees are also supposed to be motivated to strive hard to achieve the targets, goals and objectives set for them in order to get rewards(Wagacha Kevin,2017).
DeleteI agree with your blog post Upul. Furthermore, Angelo S. De Nisi and Robert D. Pritchard (2006) define performance appraisal as a discrete, formal, organizationally sanctioned event, usually not occurring more frequently than once or twice a year, which has clearly stated performance dimensions and/or criteria that are used in the evaluation process. It is also described as a formal process of employee monitoring which usually involves the evaluation of performance based on the judgments and opinions of subordinates, peers, supervisors, other managers and even workers themselves. (Jackson & Schuler, 2002)
ReplyDelete
DeleteNilusha,Employee performance feedback is very important. (Schodl, 2015) Giving performance feedback to employees is a common reality in most organizations. This type of feedback is defined as "an action taken by an external agent to provide information about some aspect of the person's performance of a task."
Good explnation. Most of the organozations are using modern performance appraisal methods for evaluvation. As stated by Woods (2012) this technology is one of the major techniques used in small and medium-sized organizations. The 360-degree appraisal system involves an appraisal system that encompasses the views of diverse groups of reviewers who socialize with the organization’s employees. These groups may consist of superiors such as managers and supervisors of the employee, peers, and customers.
ReplyDeleteThanks Visithag,A 360-degree assessment is a powerful, multidimensional tool for developing competencies that draws on an individual's knowledge within their own circle of influence: supervisors, peers, and direct reports. A 360-degree evaluation is a questionnaire-based process that collects structured feedback from a number of sources about the behavior and approach of an individual or team at work.
DeleteGreat Blog post Samantha. Rajan Selvaraja & Peggy A. Cloninger (2008) has quoted that "Recently business ethics researchers have recommended that organizations explicitly incorporate ethical behavior into performance appraisals in order to improve employee ethical behavior ".Including ethical behavior also to the performance appraisal has integrated to evaluate other than the assigned duties.
ReplyDelete