QUESTION 1
Based on your view of the objectives of performance evaluation, evaluate the perspectives about performance appraisal presented by the managers.
Appraisal process starts with the evaluation. After the appraisal it comes the reward and encouragement of effort and ability. There are many problems in the evaluation system that been presented by the managers. The issue that occurs is its ability to motivate, push an employee out of the company or just keep everything stable. Based on this case study we can see one of the flaws is emotion can affect the evaluation process. If a manager has just got a problem with his or her employees the anger and frustration could cause a good employee to receive a bad mark for his evaluation. The evaluation process also lets the dishonesty to enter. For this case study Tom one of the managers got angry with one of his staff and he still felt anger when he filling the evaluation forms. His frustrations with that guy make him bias with the appraisal. In the case a manager gave an employee a good mark even though her work was not up to par. Her reasoning was that the employee was going through a tough time and this mark would help pull her out. Furthermore according to the research when managers sit down to evaluate someone’s performance in the past year, they will only be able to actively recall and use 15 percent of the performance that actually they’re observed. Appraisal is very important because it will become part of his permanent written record that affects his career. Once I worked for a company where I was evaluated by my supervisor. And one day we have some argument because he always asks me to do some work that he can do by himself such as photocopy paperwork. He not responsible ...
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...rmore, performance appraisals also create communicating deficiencies. If unperformed employees are fired without giving them a chance to improve it will be unfair. They can take legal action because of the termination. The other benefit from the system is communicating a strategic vision. Employee goals need to be same and tied with the organization’s strategic aims.
Works Cited
http://www.studymode.com/essays/Case-Study-814495.html http://www.studymode.com/essays/Case-7-1-506675.html http://www.termpaperwarehouse.com/essay-on/The-Politics-Of-Performance-Appraisal/45034
http://www.le.ac.uk/oerresources/psychology/individualsatwork/unit5/page_02.htm http://www.whatishumanresource.com/objectives-of-performance-appraisal https://www.mcc.edu/hr_protected/pdf/articles_performance_appraisals.pdf
http://www.whatishumanresource.com/objectives-of-performance-appraisal
A critical appraisal was completed to assess the value of the research study conducted by Batch & Windsor (2015). This was completed through the Critical Appraisal Skills Programme (CASP). The CASP tool is used to evaluate different research articles. I assessed that this article has benefit, particularly for the nursing profession. Nevertheless, sections of this article could have been further developed by expanding the topic through a greater variety of hospital settings and more diverse patient populations (add more). Ethnography in the healthcare setting has often been examined in the Nursing 1028 course. This article used an ethnographic framework assess elements such as culture, disparities and gain comprehension of how nurses communicate
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,
Based on your view of the objectives of performance evaluation, evaluate the perspectives about performance appraisal presented by the managers.
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
In this case, I see issues with personal bias and poor management decisions which caused Marcus Singh to receive an unfair appraisal. First, it was unjust for Singh to be evaluated on the same criteria on a job he had just began as people who were doing the same job much longer. It is reasonable to assume he is still learning his job duties, especially since he was moved from his previous job of 10 year in industrial development to his new job in a completely different area of Research and Evaluation. Second, Garth Frye exhibited personal bias by choosing to rank Jason Taft, an employee he knew well and had previously worked with, the same, at the expense of Signh. The appraisal system created by Frye also lacks objectivity since he formulated the ratings and completed the appraisals himself, which resulted in employees who Frye was close with, to receive higher remarks than employees Frye was less familiar with. Since this is also the first appraisal the company has done, more effort should have done to train supervisors on how to conduct fair and balanced reviews that can point out areas of improvement and do not seek to label a certain amount of employees as superior and another as inferior. It also makes no since that Frye would sign off the first review stating Singh was “a valuable employee” but
Section 1: The focus of many managers is most often on the wrong things. They focus on appraisal rather than planning. Performance appraisal is not performance management. Managers often focus on a one-way flow of words (manager to employee) rather than dialogue. Performance management and the end of the year appraisal are often seen as a necessary evil. They don’t realize that if carried out properly, performance management has the potential to fix many of the problems they’re facing.
and compare the strengths and weaknesses of the NPV approach to two other commonly used approaches.
Based on our findings, performance appraisal is able to provide employees with feedback about their performance. XX Therefore, the supervisors should evaluate their employees because through performance appraisal evaluation, the supervisor is able to measure their employees’ level of performance and able to provide them feedback for further improvement on their weaknesses because supervisor is more experience on the daily process compare to the employees. For example, through performance appraisal, the supervisor is able to know and point out the weaknesses of the employees as well as giving them a chance to improve their weakness.
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.
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.
Finally, the timing of appraisals could be rectified by implementing quarterly performance appraisal instead of annual ones. Having managers meet with employees more frequently may enhance individual performance by giving employees the feedback they need to improve. Also, increased appraisal may result in more accurate evaluations because it is easier to recall specific performance indicators after 3 months versus after 12
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...
There are several reasons organizations initiate performance evaluations, however the standard purpose for performance evaluations is to discuss performance expectations; not only from the employers perspective but to engage in a formal collaboration where the employee and the manager are both able to provide feedback in a formal discourse. There are many different processes an organization should follow when developing its performance evaluation tool; in addition essential characteristics that must accompany an effective performance appraisal process. I will discuss in detail the intent of a performance evaluation, the process an organization should follow in using its performance evaluation tool, along with the characteristics of an effective
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.