Introduction are vital since they provide an effective

Introduction

            Performance appraisal depicts an evaluation, which is
performed periodically to access the job performance of an employee (Robertson
2013, p. 2). As such, it can be equated to a report card for the assessment of
an employee. The formal process entails gathering information on the
performance of a person in an organization, which is used for several other
activities that include decision making such as re-assignment, pay, training,
and promotion among others.

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            The human resource department uses performance appraisals
as means for assessing the employee knowledge, skills, ability, and the entire
job performance. Thus, the appraisals help in the elimination of behavior
related to productivity issues and ensuring that there is motivation of
employees to have a better contribution in the workforce (Giangreco, Carugati,
Pilati & Sebastiano 2010, p. 155). There are different strategies, which
could be adopted by organizations for implementation depending on basic
preferences, but these have their independent limitations and advantages to the
entire organization.

Advantages

            Performance appraisals are vital since they provide an
effective documentation of the performance of an employee for a given period.

Thus, they help in getting insights into the competency and capability level of
a worker in executing the assigned duties. The report also assists in the
identification of the areas of need for training and development of a worker (Giangreco,
Carugati, Pilati & Sebastiano 2010, p. 156). Such occurs since there is
time that is available for the workers to interact with their bosses in the
organization.

            The process of performance appraisal helps in creating
rapport between the manager and the employee. The situation occurs since these
two groups of people get a chance to interact and talk with one another
regarding the performance of a worker (Robertson 2013, p. 3). Consequently, the
manager gets the opportunity to offer the employee feedback related to the
performance, as well as discussion of the goals that needs to be accomplished
over time. Furthermore, the employee use these occasions as means of discussing
issues related to the work in the organizations and getting clarifications on
expectations from their job roles.

            The workers have the opportunity to use the structure as
the platform for the development of the goals, which they have to achieve in a
given period (Mulvaney 2017, p. 86). Therefore, they allocate adequate
resources towards achieving these goals at all times while in the
organizations. The performance appraisal systems also act as motivating means
for employees who are supported by an effective compensation system and merit
increase in their work environment.

            The performance appraisals create a chance for
documenting the history of the performance of the employee. Thus, organizations
record performances of all individuals and the documentations should always be
put in the file of the employee. The aim is to ensure that an historical record
of the development and performance of the employee is kept. The
under-performers are also identified through the conduct of the performance
appraisals (Mulvaney 2017, p. 87). The outcome is that those who cannot meet
the performance requirements are eliminated from the organization. Hence, the
system for the performance appraisal should be highly effective to ensure that
there is a chance to identify individuals who need to be eliminated in the
organization. These include the creation of a smooth transition of the
relationship, which should exist in the organization.

            Performance appraisals need to be a good celebration of
the deeds of the employee. Therefore, they act as sources of encouragement and
motivation for the staff members. Hence, there should be no surprises when it
becomes impossible to address the issues as they emerge and conducting the
annual reviews (Stathakopoulos 1997, p. 135). The appraisals also reward the
staff members for the good jobs, which they have done while working in the
organization. These systems also help in correcting the undesired behavior,
which could be evident from the conduct of duties of the employee in the
organization.

            Employee growth is enhanced through the conduct of the
performance appraisal. Workers who are motivated value development, plan, and
structure for growth. Hence, an effective performance appraisal system creates
an opportunity for the employee to have a chance of reaching their full
potential while working in the organization. Consequently, a positive
experience is created between the manager and the employee (Stathakopoulos
1997, p. 136). Good managers are always proud when they see that employees are
developing professionally and have a continuous growth in their work environment.

Organizations have a good global look on the existing performance management
system where their goals are tied to the performance management processes and
strategic initiatives.

            The system of performance evaluation helps in
strengthening the self-development of the employees. Hence, the workers become
more responsible in their work environment. The outcome of this is that the
individual level performance of an employee improves significantly (Simmons
& Eades 2004, p. 153). The staffs that are honest contribute to enhancing
organizational culture and ensure that the firm operates on the principles of
honesty and trust with its customers. Moreover, it becomes easy to identify the
opportunities of the employees such as the ability to process specific skills
at a fast rate as compared to others. Therefore, the supervisor is able to
assign the employee the job roles and responsibilities, which match the skill
that is processed at a fast rate (Mulvaney, McKinney & Grodsky 2008, p.

126). In addition, managers have a chance to recognize the achievement of the
employee in execution of their work and duties. Consequently, workers develop
the morale to perform their job roles and respon

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