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Process of team development
Process of team development
Creating and leading effective teams
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Employee appraisals are a key component to a company’s long-term success. The appraisals should be objective, rational, and accurate (Sims, 1987). Without effective appraisals, the employee is not aware of how they are performing and a company is not getting the very best out their investment, the employee. In addition to appraisals, the employee should be afforded development feedback and opportunities. The appraisal allows the employee to understand what areas they are excelling in and what areas they need to work on and improve. Discussing with the employee the developmental opportunities will allow the employee to see the possibility for career advancement if they achieve the goals set out in the appraisal. The appraisal is also a time when the employee can openly voice their concerns and aspirations pertaining to their job. The employee can also get clarification as to what is expected of them and what it will take in the way of performance and goal fulfillment to advance in their career. Employees are well aware of the fact that appraisals for the basis for promotions and salary increases (Purwanti, 2011). The end result of both the employee appraisal and the opportunity feedback and opportunity is to allow the company to avoid employee turnover. Turnover is not only costly to the company but it can affect the overall performance of those employee left at the company when a unhappy employee either leaves by their own decision, or one that the company has to let go. The appraisal should be a structured approach and be consistent from employee to employee thereby not showing any type of favoritism. The expectations of the appraisal need to be addressed up front. Next the manager needs to let the employee sa...
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Minshew, K. (2012, July 31). 6 tips for better performance reviews. INC Magazine, Retrieved from http://www.inc.com/kathryn-minshew/best-practices-for-performance-reviews.html
Purwanti, Y., Pasaribu, N., & Lumbantobing, P. (2011). Harmonization Process Between Individual Performance Appraisal and Business Unit Performance Appraisal Without Decreasing Employee Engagement. Proceedings Of The European Conference On Intellectual Capital, 577-581.
Sims, J. P., Gioia, D. A., & Longenecker, C. O. (1987). Behind the Mask: The Politics of Employee Appraisal. Academy Of Management Executive (08963789), 1(3), 183-193. doi:10.5465/AME.1987.4275731
Swiercz, P. M., Bryan, N. B., Eagle, B. W., Bizzotto, V., & Renn, R. W. (2012). Predicting Employee Attitudes and Performance from Perceptions of Performance Appraisal Fairness. Business Renaissance Quarterly, 7(1), 25-46.
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...
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,
...l is done, every employee knows whether or not they are on the right track and doing good. An original performance appraisal system for human service programs and organizations is something that helps a business to succeed (Peter M. Kettner, 2002).
Tanyaturner (2013) Case 7-1 the Politics of Performance Appraisal Essay [online] available from [24 March 2014]
In order to remain as one of the most competitive organizations in the retailer world, Walmart has to evaluate its workforce performance on regular basis in order to make sure they are performing at the required level. Ignoring or diminishing the importance of performance management can prevent employees and the organization itself, from growing and advancing. It is said that the lack of frequent job reviews and evaluations among Walmart’ employees is affecting the organization overall performance. This week’s case study presents several issues regarding the way they company approaches these appraisals. The purpose of this analysis is to address this problem and suggest a better approach for Walmart
Kaufman, Roger and Keller, John M. "Levels of Evaluation: Beyond Kirkpatrick." Human Resources Development Quarterly, v5 n4 p371-380, Win 1994.
As Director of Human Resources for People, people who need people.com, I have created the following training proposal which will include common problems that occur when managers complete performance reviews and suggestions for supervisors on how to eliminate or reduce these problems.
Bacal, Robert. Manager's Guide to Performance Management. 2nd ed. Vol. 1. New York: McGraw-Hill, 2012. Print.
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.
1-113. The Englewood, NJ: Prentice Hall. Hamilton, C. (2011). The 'Standard'. Communicating for Results: A Guide for Business and the Professions (9th ed.
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
Performance management: changing behavior that drives organizational effectiveness (4th ed.). Atlanta, GA: Performance Management Publications. Larry L. Axline., (1996). The ethics of performance appraisal.
Grubb, T. (2007). "Performance Appraisal Reappraised: It's Not All Positive." Journal of Human Resource Education. Vol. 1, (No. 1,): 1-22.
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
Banner, D. K., Graber, J. M. (1985). Critical issues in performances appraisal. Journal of Management Development. Issue 4. Pp. 27-35.