Appraisal
Attitudes of employees towards performance appraisal system of a Transport and Contracting Company.
1.0 Introduction
After the selection process the next formal assessment of the individual employee is the performance appraisal. Most organizations recognize that there is a need to monitor the effectiveness of their employees and to promote avenues for their improvement. Enormous amounts of time, energy and money have gone into the development of performance appraisal systems, but their successful implementation rests with the supervisors and managers who carry out the appraisal.
Ultimately all human resource matters are matters of subjective judgment and the available research evidence suggests that assessors give more accurate ratings when they are not shown to employees and the final outcome does not involve promotion decisions.
Assessors are often fearful of the negative impact of their appraisal on the individual?s pay, promotion and on the job security, as well as its potential to damage or even destroy a previously excellent working relationship. In the past most of the attention has focused on the development of appropriate measuring device and rating scales. However recent trends indicate a shift in emphasis from the procedures to the process and the dynamics of the supervisor-subordinate relationship. Employee development must be an ongoing process if organization is to retain its capacity to respond to the challenges of the future. It is an investment which pays off in the survival and growth of the organization. Employee development can only be effective if it is based on needs identified during the performance appraisal.
The potentially relevant research for performance appraisal is very ...
... middle of paper ...
...t will add to existing Knowledge?
Existing literature and research reports that I have read concentrates more on to: use of rating in appraisal, ethical dilemmas facing performance evaluators and employees, comparing performance appraisal with total quality management, relationship between motivation and job satisfaction of the employee to the performance appraisal and relationship between productivity and performance appraisal.
Since appraisal is done by a human, it can create serious motivational, ethical and legal problems in the workplace. Appraiser sometime tend to judge the work performance of others including subordinates, naturally, informally and arbitrarily. Here lie the roots for changing of attitudes of employees. In my research it will concentrate on the current working environment and the effect of determination of the issues by employees.
The innovative approach to employee reviews provided by Martinez creates a positive way to evaluate employees’ strengths and weaknesses. The process promotes open conversations, enhanced by the Socratic Method, to generate enthusiasm in both the manager and the subordinate. The fear of negative reactions becomes almost nonexistent because of the collaborative dialogue. Martinez successfully created a performance evaluation system that takes the dread out of employee evaluations.
Halo has traditionally been considered a serious problem for the effectiveness of an appraisal system. Cleveland, Murphy, and Williams, (2009) organizations generally use performance evaluations to make some sort of decision about a worker and his job When evaluating a person, the organization attempts to measure the worker on several different criteria. In this way, the worker, with the help of the organization, is able to be aware of his strengths and can target areas for improvement. Halo eliminates the varian...
... in rater training or rater profiling as well. As a final suggestion, the two studies discussed in this paper successfully identifies additional factors to rater decision making process and will be of great benefit for those who are interested in the area of rater assessments and rating consistencies.
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,
Assume you are the vice president of human resources at Eckel Industries and that you are aware that fine-tuning evaluations is a prevalent practice among Eckel managers. If you disagree with th...
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
Kaufman, Roger and Keller, John M. "Levels of Evaluation: Beyond Kirkpatrick." Human Resources Development Quarterly, v5 n4 p371-380, Win 1994.
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.
In every business organization, employees have to play a vital role in determining its survival. (Rusli Ahmad, 2007 cited by Ahmad & Bujang, 2013)The employees are the most important assets for organization. Therefore, most of the organizations are comprehensive using performance appraisal to review and evaluation the performance of employees. According to Swanepoel et al. (2000), performance appraisal is a formal systematic process of identifying, observing, measuring, recording and developing the job-relevant strengths and weaknesses of employees. (Cited by Esfahani and Abzari et al, 2014) Performance appraisal is a results of employees in how well they performing within the organization. For example, they have joining and success in certain project of organization. Performance appraisal also is a process within the overall performance management process. (Dowling & et al, 1999, cited by Jafari, Bourouni & et al, 2009) The performance management process is including organizational objectives, day to day performance, professional development, rewards and incentives.
10. Limitation and future research Previous studies that use of self-rated performance was under criticisms hence it is not the best approach but secret replies may increase reliability of the performance ratings. Getting supervisor/peer-rating performance out-comes via random sampling is impossible. Hence, future research may use other-performance-ratings methods so as expand the overview of the results.
Many employees lose motivation if not considered deserving of merit rewards, which directly affect performance. Employee’s say the criteria used to measure performance is highly subjective and unfair. Consequently, favoritism when rating employees can create major problems within an organization. This makes other employees unmotivated; they feel insignificant, causing low morale, because no matter how high they perform, they never meet the standards. Unmotivated employees produce less and do not substantially contribute to the organization. The inconsistencies with the appraisal system used for merit pay causes a higher degree of employee conflict, which directly affects productivity. Often personal goals may become more important than team goals, which is not beneficial to the company and affects team unity. Developing an accurate performance appraisal system where assessors are properly trained and objectives are clearly spelled out and discussed with employees can alleviate many
...organizational annual pay and grading reviews, Performance appraisals generally review each individual's performance against objectives and standards for the trading year, agreed at the previous appraisal meeting. Performance appraisals are also essential for career and succession planning - for individuals, crucial jobs, and for the organization as a whole. Performance appraisals are important for staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff. Performance appraisals provide a formal, recorded, regular review of an individual's performance, and a plan for future development.
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
The performance method can be used to evaluate the effectiveness of employee at work through performance appraisals
Banner, D. K., Graber, J. M. (1985). Critical issues in performances appraisal. Journal of Management Development. Issue 4. Pp. 27-35.