Performance Appraisal in Human Resources From Help With Assignment

Performance Appraisal in Human
Resources from
HelpWithAssignment.com
www.HelpWithAssignment.com
Performance Appraisal
 Performance Appraisal Systems take a variety
of forms and are central to Performance
Management Systems.
 Appraisal takes place annually between the
manager and the employee. However there

are number of trends that are changing the
style and relationship of the appraisal.
 One important trend is to hold periodic
reviews on a more regular basis.
 This allows for a more dynamic process of
discussion and adjustment to objectives to

counter the criticism that objectives set and
reviewed annually do not fulfill to important
aspects of the process.
 The objectives should remain relevant and
achievable.
 The process of dialogue allows for
relationship building and coaching that needs

to take place.
Purpose of Performance Appraisal
 The main purposes for Performance Appraisal
include
◦ Evaluating Performances to enable a ‘rewards’
formula to be put into operation.
◦ Auditing to discover work potential, both present
and future, of individuals and teams.
◦ Construction succession plans for corporate
replacement planning.
Purpose of Performance Appraisal
◦ Discovering training needs for identifying gaps to
be filled by formal training.
◦ Motivating staff to clarify and offer feedback on
standards and objectives.
◦ Developing individuals advising on, conducting and
explaining work methods to enable individuals to
take responsibility for their own performance,
training and development and working
relationships through feedback, dialogue and
information sharing.
The Orientations in Performance
Appraisal
 Control Orientation: In this scheme, an
assumption that a superior is controlling
authority.
 This is often perceived by employees
negatively.
 The “them and us” attitudes are formalized
through power to judge via paperwork, which

seals a view of how well somebody is
perceived to work.
Appraisal (contd)
 This approach works best where clear targets
are available, which can be judged obviously.
It improves a standardized appraisal that is
‘felt fair’.
Appraisal
 Development Orientation: The development
appraisal does not start from the manager in
control but the need to deal with the
uncertainty in the minds of the employees
who genuinely want to know how they are
performing and what the organization thinks
of their contribution.
Appraisal
 The employees need support to enhance
contribution and match their skills with
organizational needs.
 This is a bottom up approach.
 The demand to develop and a learning
climate are likely to evolve from such an

attitude.
Types of Appraisals
 Top-down Schemes: is the most traditional
form of appraisal.
 This emphasizes both subordinate feedback
and the lead on objective setting coming

from the top.
 The problems faced by this type of appraisal
is that it stresses traditional organizational

hierarchies, there may be lack of impartiality
and favoritism.
Types of Appraisals (contd)
 There can be lack of full knowledge of the
employee in some areas where manager’s
span of control may be wide.
 To counter the problems an independent
reviewer is often asked to review the

outcomes to avoid any potential bias.
 Self Appraisal: Rarely used, as independent
forms of appraisal but, encourages greater
ownership and participation in the appraisal
scheme through self-reflection and helps
ensure full preparation for the appraisal
discussion.
 In an open environment it allows managers to
shift from a directive, informing style to
counseling style, thereby assisting staff to
form objectives and plans, moving from
‘telling’ and ‘selling’ to facilitating which is
seen as a creative and more effective level of
satisfaction and ownership.
 Upward Appraisal: It is increasingly used to
reflect the growing trend for organizations to
recognize that they have a duty to provide
effective working systems for employees.
 Employees are invited to provide managers
with a rating on such dimensions as effective

communication, involvement in decision-
making, clarity of objectives and goals and so
on.
 Peer Appraisal: Involves members of teams
evaluating each other.
 One of the arguments for this type of system
is the pressure to treat internal working

relationships as internal feedback systems to
external customer feedback techniques.
 There are sensitivities involved and careful
development of staff is required in using such

schemes.
 Multi-dimensional Appraisal: It is also called
‘360- Degree Appraisal’.
 It is used to collect data from outside the
immediate team and often from external

customer feedback.
 Its key advantage is to overcome the
criticisms of impracticalities and lack of

knowledge of a single appraiser.
 The term refers to the various sources of
data: boss, peers, customers and reporting
staff, in order to achieve a more
comprehensive understanding of the
performance relationships and retain positive
employee relations.
Recent Trends in Performance
Appraisal
 Reduction in paperwork
 Clarity of objective setting
 Emphasis on the quality of the review
discussion
 Greater involvement of staff in the process
Disadvantages of Appraisals
 Overtime to complete the paperwork
 Vague objectives and inconsistent standards
of objective setting.
 Emphasis on getting the review ‘over’ rather
than on the quality of the interview process.
Disadvantages of Appraisals
 Narrow individual orientation that ignores
wider feedback and operating context.
 Failure to integrate appraisal issues within
the wider organizational and operational

reality.
HelpWithAssignment.com
 For more details you can visit our websites at
http://www.helpwithassignment.com/human
-resources-assignment-help
and http://www.helpwiththesis.com
Thank You

Performance Appraisal in Human Resources From Help With Assignment

Încărcat de

Informații document

Descriere originală:

Drepturi de autor

Formate disponibile

Partajați acest document

Partajați sau inserați document

Opțiuni de partajare

Vi se pare util acest document?

Este necorespunzător acest conținut?

Drepturi de autor:

Formate disponibile

Performance Appraisal in Human Resources From Help With Assignment

Încărcat de

Drepturi de autor:

Formate disponibile

Performance Appraisal in Human

manager and the employee. However there

discussion and adjustment to objectives to

relationship building and coaching that needs

through power to judge via paperwork, which

climate are likely to evolve from such an

and the lead on objective setting coming

is that it stresses traditional organizational

reviewer is often asked to review the

with a rating on such dimensions as effective

is the pressure to treat internal working

development of staff is required in using such

immediate team and often from external

criticisms of impracticalities and lack of

than on the quality of the interview process.

the wider organizational and operational

S-ar putea să vă placă și