Performance Appraisals in Companies Today

1298 Words3 Pages
bulb-icon

Recommended: 1. the utility and use of performance appraisals

Introduction Nowadays, a lot of companies are emphasizing on employee’s performance. They wish to hire an employee with high quality and well performance to run their organization operation. Hence, there are few performance appraisals used by Department of Human Resources to evaluate employee’s performance try to measure their productivities. Performance appraisal is a simple evaluation review and discussion of an employee’s performance of assigned duties and responsibilities by the manager or other superiors. Employee’s performance will being to compare, either compare to one another employee or compare with the present standard which are set by the manager or supervisor and the result will be documented and uses the result to provide feedback to the employee to show where should be improved are needed and why they should. It can be evaluated in quarterly, half year or annually, it depends on the Department of Human Resource in the organization. The appraisal is based on results obtained by the employee in his or her job but not in the employee’s personality characteristics. It provides a way to help identify the areas for performance enhancement and to help promote professional growth. Performance appraisal is the essential for the effective management and evaluation of staff. On the other hand, the performance appraisal helps develop individuals, improve organization performance, and feed into organizational planning. There have two common types of performance appraisals, (1) relative rating formats, (2) absolute rating formats (Cascio, 1991). The relative rating formats is the individual being rated directly to another individual in the same field. For example, work performance individual A being compared to the work perf... ... middle of paper ... ... at: http://www.nytimes.com/2006/09/10/business/yourmoney/10mgmt.html?_r=0. [Last Accessed 14 April 2014]. P.-C. Chang and S.-J. Chen, (2011). Crossing the level of employee’s performance: HPWS, affective commitment, human capital, and employee job performance in professional service organizations. The International Journal of Human Resource Management. 22 (4), pp.883-901 Richard Hadden, (2004). Forced Rank Performance Appraisals Don't Show Real Picture.Jacksonville Business Journal . - (-), pp.- Steven McShane, Mara Olekalns, Tony Travaglione, (2009). Organisational Behaviour on the Pacific Rim. 3rd ed. Australia: The McGraw-Hill Companies. Stewart, Susan M; Gruys, Melissa L; Storm, Maria, (2010). Forced distribution performance evaluation systems: Advantages, disadvantages and keys to implementation. Journal of Management and Organization. 16 (1), pp.168-179

Show More
Related

  • An Examination of Leadership Evaluation in a Correctional Facility

    980 Words  | 2 Pages

    Miller, C. E., & Thornton, C. L. (2006). How Accurate Are Your Performance Appraisals? Public Personnel Management, 35(2), 153-162.

    Read More

  • The Royal Military College as an Instrument for Molding Military Offices

    2505 Words  | 6 Pages

    Robbins, Stephen P & Langton, Nancy. Eds. Organizational Behaviour. Scarborough: Prentice Hall Canada Inc. 1999.

    Read More

  • City Courier Case Study

    816 Words  | 2 Pages

    The performance assessment and appraisal forms are crucial within the performance management system (Aguinis, 2014). However, the appraisal form within the case study provided is designed for the supervisor’s use thus missing one vital factor throughout the entire process, employee participation. Thus, questioning the validity and reliability of the process. This is especially concerning as the bottom 10 per cent of employees are being fired and the top 20 per cent are being rewarded with $5,000.00 based on what their supervisor records on the form without consultation with employees. Thus, supervisors may not provide accurate scores as they do not have to justify their responses (Aguinis,

    Read More

  • Walmart Performance Assessment

    1568 Words  | 4 Pages

    There is an array of key components and factors involved in making an organization a successful business. One of those elements consists on evaluating employee’s performance; this sole component is critical in determining how effective is the organization’s productivity and which are the necessary steps to ensure proper functioning. “The performance appraisal may be one of the few times during the year where an employee and the reviewer, typically the employee's supervisor, can sit down and have a lengthy face-to-face discussion about all aspects of the job” (Joseph, 2016). Employees’ performance assessment serves as an instrument to gather important information as to which areas of the job description are being performed according to standards

    Read More

  • HR Metrics and Analytics

    1123 Words  | 3 Pages

    The function of Human Resources in corporations usually includes the use of metrics and analytics through collection of data on the employees’ efficiency. HR metrics are used to quantify the cost and the impact of employee programs and HR processes and measure the success or failure of HR initiatives (Missildine, 2013). The company is able to track trends and changes with the data collected as it provides for measurement function that helps with HR planning. HR metrics measure the value of the time and money spent on HR activities in the company and together with HR metrics is the HR analytics which is the process of combining data mining with business analytics techniques to analyze human resources data (Missildine, 2013) and provide an organization with considerations for the effective management of employees and quickly and efficiently reach organizational goals. The main issue lies on whether the managers know what to measure and how measurement must be conducted.

    Read More

  • Case Analysis: RL Wolfe

    3133 Words  | 7 Pages

    McShane, S.L., Olekalns, M. & Travaglione, A. 2013, Organizational Behavior: Emerging Knowledge, Global Insights 4th ed., McGraw-Hill, Sydney.

    Read More

  • Importance Of Biases In Performance Appraisal

    900 Words  | 2 Pages

    Performance appraisal is perceived by most as a tool to reward or penalize employees for their good or bad work respectively by the end of a year. This notion is a challenge in itself to deal with. The whole exercise becomes dull for both supervisors and their subordinates and they tend to look at it as an additional responsibility which they have to finish. In the end, there is little or no value addition for either the employee or the organization. There are, however, better ways of looking at and conducting performance appraisals. It can give much needed feedback to both performers and laggards to improve upon and if done properly can even boost their motivation. More importantly, they provide a chance to employees to have a say in their goal setting and thus aligning it with the departmental and organizational goals. Also, the process itself has a value in team making.

    Read More

  • The Importance of Job Satisfaction in Business Management

    2039 Words  | 5 Pages

    Inc. Stephen P. Robbins, Timothy A. Judge. I am a judge. Organisational Behaviour, 6th edition. Pearson Australia.

    Read More

  • Human Resource Management In The Workplace

    796 Words  | 2 Pages

    The manager communicates with the members of staff individually on a regular basis providing all the necessary information about the employee’s overall performance as it relates to their roles in the workplace. This performance appraisal is beneficial to employees as it allows them to create an outline for their goals with the greatest effort it should not be used to lower the employee’s level of motivation but seek to increase it.

    Read More

  • Merck Case Study

    920 Words  | 2 Pages

    The first problem with Merck’s performance appraisal system was the prevalence of rating errors which resulted in issues such as central tendency. This meant that very few employees received ratings of 1,2 or 5, instead, a vast majority received ratings of 3 or 4. Some employees received a score of 3 or 4 because their supervisors were strict and refused to award a 5 even for excellent performance. On the other hand, many employees argue that some of their colleagues who were below average performers still received 3 and 4 because supervisors refused to give them scores of 1 or 2.

    Read More

  • The Importance of Performance Appraisals

    1400 Words  | 3 Pages

    Organization is a group of people brought to gather to achieve specific goals. Goals can be achieved if team member are performing well. Performance is the results of activities given to the employees in an organization to be achieved within specific period of time. Evaluating the current performance of employees against past performances and organizational standards is known as Performance Appraisal (Dessler, 2005). Furthermore performance appraisal helps the company know how individual employees are performing and how to improve their performance thus improving the performance of the company (Grubb, 2007). A performance appraisal is propose in which the performance management system in an organizations set work goals, determine performance standards, provide performance feedback, determine training and development needs and distribute rewards as well as evaluating an employee’s job performance during a period of time. The performance of team member is much more than appraising individuals’ works, it is managing the business, so the performance of an employee is influences by the performance of an organization. It is target to achieve the best results for the planned strategic by managing activities of employees. There are many different opinions on the performance appraisals, some organizations do performance appraisals without any aim just follow others., where some organizations do performance appraisals to make sure they have a record of a piece of paper in the employee’s file – they are careless about do corrective action. But successful organizations understand the importance of combining performance appraisals into their performance management process and strategy plan as the success of any organizatio...

    Read More

  • The Importance Of Performance Evaluation

    896 Words  | 2 Pages

    Although performance is a major objective at top organizations, successfully addressing poor performance is also a key focus. Although many employees feel or dread performance appraisals they are directed to enforce clarity with individual employees day-to-day work-load, performance appraisals develops responsibility while making employees accountable for performance expectations, reinforces future career planning, helps the organization with determining training needs, and provides a stem of documentation for legality purposes. Performance management in detail is much broader than many employers, and employees assume and necessitates so much more. Proficient appraisals should represent a summary of on-going dialogue. Focusing only on an annual performance evaluation leads to misrepresentation of the performance management process in its

    Read More

  • Improving Employee Job Satisfaction

    1806 Words  | 4 Pages

    Performance is defined as a role of individual ability, skills and effort in a given situation. Performance depends on an individual’s perception, values and attitudes. Job performance is an accomplishment of the specific work related tasks or skills by an employee. Besides, employee behaviour is also necessary for an organization to be smooth, cooperate and communicate well in the organization to achieve gaols. There is some reciprocal relationship between job satisfaction and job performance. Satisfaction can cause performance, performance can cause satisfaction and rewards affect both performance and satisfaction. If employees are satisfied and committed to their job, they are more willing to take additional responsibilities without increasing their salaries. Then, their levels of commitments are high and they are more enjoyable in their work place. When employees are happy, they are more probably to have a positive attitude on life and more enthusiastic and productive. Otherwise, if employees are dissatisfied on their job, they are demotivated and they are not participating in any organizational activities, means lack of commitment.

    Read More

  • Traditional and Contemporary Performance Measurement

    1212 Words  | 3 Pages

    With the dramatic changes of business environment, the traditional measure that focuses on minimising production costs is no longer well-matched (Hall, 1980). As a result, contemporary performance measurement which adopts both financial and non-financial has been developed in prior to business strategies.

    Read More

  • Omega, Inc. Case Study

    2401 Words  | 5 Pages

    Banner, D. K., Graber, J. M. (1985). Critical issues in performances appraisal. Journal of Management Development. Issue 4. Pp. 27-35.

    Read More

More about Performance Appraisals in Companies Today

Open Document