Performance Appraisal

 


An inevitable part of organizational life is performance Appraisals. Performance Appraisals are a major factor in many decisions made by modern businesses, and they are employed extensively in most of them (Cintrón & Flaniken, 2011). Organizations use performance appraisal systems to gauge the productivity and effectiveness of their workforce, every employee approaches their task differently, so a performance appraisal system is necessary, Performance appraisals frequently lead to improvements in job output, expectations for communication, identification of employee potential, and support for employee counseling (Aggarwal & Thakur, 2013). 

Performance Appraisal is one of the most important HRM procedures. This is because an employee's appraisal would either mold a frame of behavior that was satisfied after being appreciated or that was dissatisfied after not being appreciated (Kadiresan, et al., 2015). The performance assessment process has been used as a tool to improve employee performance, distribute rewards, and strengthen competences. It has the capacity to alter the effectiveness and performance of the business (Hermel-Stanescu, 2015). Additionally, the organization can identify the needs for staff growth, Organizations continue to utilize performance reviews, despite the fact that they are expensive, since they can be used to decide if someone qualifies for promotions, bonuses, or training, which can lead to increased motivation at work and loyalty to the company (Kadiresan, et al., 2015).

Numerous studies back up the idea that an employee's loyalty to their firm and their opinion of the fairness of their performance evaluation are closely related, employees will reciprocate with high dedication and be willing to put forth greater effort to help the organization achieve its goals if they feel that the choice was made fairly (Kadiresan, et al., 2015). Employees' lack organizational commitment would serve as a sort of retaliation for their perception. Thus, it can be said that an employee's view of performance evaluation activities is crucial since it affects whether they would accept the company and how committed they will become to it (Kadiresan, et al., 2015).


According to Balu.L (2017) Best Practice in Performance Appraisal as follows,

Frequent Feedback or Check in Method
The term "frequent feedback system" refers to a style of performance appraisal in which an employee's performance is regularly assessed and evaluated, it indicates that performance appraisals are done either monthly or quarterly rather than annually, In order to stay in contact with its employees and their performance, which will help to increase organizational effectiveness, Adobe has fully removed its yearly Performance Appraisals and now adheres to a frequent feedback approach (Balu.l, et al., 2017).

360 Degree Feedback System
The performance appraisal technique known as "360 degree feedback" allows an employee's coworkers, supervisors, subordinates, and team members to assess using predetermined criteria (Balu.l, et al., 2017).

Employee Goal Setting
Employee goal setting is a performance appraisal technique in which new hires are asked to record their objectives and timelines for achieving those objectives in their new organizations (Balu.l, et al., 2017).

Performance Planning
Performance planning is a strategy wherein the business establishes some standards in accordance with its demands and expects its staff to operate in accordance with those established standards. Employee goal setting contrasts with this system of performance appraisal, however research demonstrates that even this system is very effective (Balu.l, et al., 2017).       

According to Idowu (2017), Benefits derived to the Organization from performance appraisal practice as follows,

·         Increase in Employees efficiency

·         Helps to understand employees concern

·         Help to maintain transparent system

      ·         Help to promote team work    

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References

Aggarwal, A. & Thakur, G. S. M., 2013. Techniques of Performance Appraisal-A Review. International Journal of Engineering and Advanced Technology, 2(3), p. 617.

Balu.l, Cheeran, C. S. & Joshi, M., 2017. Best practices in performance appraisal, Bengaluru: 6th International Conference on Managing Human Resources at the Workplace.

Cintrón, R. & Flaniken, F., 2011. Performance Appraisal: A Supervision or Leadership Tool?. International Journal of Business and Social Science , 2(17), p. 29.

Hermel-Stanescu, M., 2015. The Role of the Performance Appraisal in the context of Perfromance Management Systems. SEA - Practical Application of Science , 3(1), p. 276.

Idowu, A., 2017. Effectiveness of Performance Appraisal System and its Effect on Employee Motivation. Nile Journal of Business and Economics, 3(5), pp. 16-22.

Kadiresan, V. et al., 2015. Performance Appraisal and Training and Development of Human Resource Management Practices (HRM) on Organizational Commitment and Turnover Intention. Asian Social Science, 11(24), pp. 163-164.

 

 

 




Comments

  1. Rayan SachinNovember 21, 2022 at 5:16 PM

    Hi hassan, additionally, Armstrong( 2006) describe the role of the performance appraisal as a tool for looking forward to what need to be done by people in the organization in order to achieve the purpose of the job to meet new challenges. Wise ( 2005) also said that performance appraisal system helps an employee discover his strengths and weaknesses and would help him in decision making about his career choices.

    ReplyDelete
    Replies
    1. Zacky HassanNovember 26, 2022 at 10:57 AM

      Thanks for your comment Rayan. definitely your comment is much value to my blog. Performance Appraisals are a major factor in many decisions made by modern businesses, and they are employed extensively in most of them (Cintrón & Flaniken, 2011).

      Delete
  2. KandeepanDecember 7, 2022 at 10:07 AM

    Agree Zacky. In addition, (Dick, 2011) The main tool that enables organizations to appropriately make vitally important decisions is an efficient performance appraisal system.

    ReplyDelete
    Replies
    1. Zacky HassanDecember 10, 2022 at 12:33 AM

      Thank you for your comment Kandeepan, Employee performance is critical to the success of any organization. Committed employees help an organization achieve its goals, whereas poor performers lead to an organization's demise. Organizations must understand the key benefits of employee performance in order to develop reliable and unbiased methods of evaluating employees. Performance appraisals aid in identifying the most capable and best candidates from among the group (Muriuki & Wanyoike, 2021)

      Delete
  3. Manula HimanshuDecember 8, 2022 at 9:20 AM

    Agree with you Zacky. Additionally, a study by Muriuki (2021) recommends the need to examine the relationship between performance appraisal and employee performance by incorporating both organization structures and processes with the focus of increasing employees’ commitment and performance. The supervisors should discuss attainable goals with the employees and there should be regular reviews. Timely feedbacks should be discussed with the individual employees. Those that achieve their targets should be recognized to raise their satisfaction and poor performers should be reproached. The gaps realized should be sealed through training and development.

    ReplyDelete
    Replies
    1. Zacky HassanDecember 10, 2022 at 12:36 AM

      Thank you for your valuable comment Manula, Employee performance determines a company's success; therefore, conducting employee performance appraisals should be done properly and on a regular basis in order to improve work quality, reduce employee dissatisfaction, and decline in work performance. Employee training and development benefit from performance appraisal, which can be used to identify and initiate the process of providing relevant training and development in their studies (Muriuki & Wanyoike, 2021)

      Delete
  4. VisithagDecember 10, 2022 at 7:06 AM

    Modern methods are established to improve traditional appraisal methods. These techniques focus on the work results of the employees. Those techniques eliminate the drawback of the traditional methods such as fundamentality and subjectivity (Rajitha, et al., 2019)

    ReplyDelete
    Replies
    1. Zacky HassanDecember 10, 2022 at 9:17 AM

      Thank you for your comment. With the advancement of technology, our economy, society, and culture have undergone significant changes. These new technologies are affecting organizations on a daily basis, and it is obvious that most areas of management, including human resource management, have felt the pressure of information technology. Rapid technological advancement has naturally had an impact on the tools used in recruitment. As a result, this focuses on the changes that recruitment processes have experienced and will face as new technological solutions emerge. Job seekers can now electronically submit their applications on company websites thanks to advances in information technology and the Internet (Oksanen, 2018)

      Delete
  5. Deyan BastianszDecember 12, 2022 at 12:00 AM

    Educative Blog Zacky. According to Murphy and Cleveland, (1995) having a formal system of performance appraisals has many advantages and it allows the organization to make decisions such as rewards, promotions, demotions, layoffs, transfers and recalls.

    ReplyDelete

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