Performance appraisals
Introduction
Performance appraisals is a systematic approach to review and assess of an employee’s job performance and their
overall contribution to organisation performance and thereby taking necessary measures
and decision regarding employees of organisation in order to pursue company objectives. It is conducted in regular basis by Human
resources management department of particular company. Modern day business
organisation pay higher attention and value on performance appraisals, because
of it’s short and long term strategic impotency and positive impaction for growth of organisation.
On the other hand, dedicated and ambitious employees perceive it as a carrier ladder to ascend their position with in organization.
There are number of intentions to do performance appraisals, however main and primary objective is increasing or preserving overall performance of organization, and the format and methodology of performance appraisal is depending on the scope and scale of the organizations, then performance appraisal is one of a major job role of Human resource manager that he have to carry out adhering company standard without prejudice and favouritism because of it’s sensitivity to employees devotion with organization. This essay will bring attention on basic considerations regarding performance appraisals.
Basically,
company needs to develop and maintain available workforce that appropriate to
organization short and long-term goals. So, company must have mechanism to ensure whether
it’s employees are performing at acceptable level that commensurate with the spends the company incur
for them. Then, company have to figure out how these individuals employees performance
contribute to overall performance of organization. Then,
those all factors necessitate uniform and scientific device to evaluate each
individual employees of organization.
Performance appraisal
encourages employees to showcase their maximum
performance and provide utmost contribution to organization success, because they
know what ever the performance they bring, there is a system that performance
is attributed and taken accounted by higher management of company and ultimately
paid off.
If there is a
straight forward, faire, transparent and uniform method to appraise employees
performance, the people do not hesitate to tirelessly serve to organization and
amalgamate creativity and innovation to their
working activity, because they conscious their performance ownership can’t be stolen
by others
On the other
hand, Human intrinsically eager to exhibit their talent and they get enthused
if it have been subjected others attention and appraisal. Hence, the
performance appraisal is a psychological strategy to stimulate the employees to
display higher performance and talent.
The job role of
each employees is determined by manufacturing process and the scale of the relevant
organization, then the format and methodology of performance appraisal have to
be formulated considering the job role of each worker. Further, external and
internal factors influence have to be accounted when it comes to conclusion of
performance analysis
For example
Lets take a
brick manufacturing process, it has a clear and linear production process,
there is a fewer influence for its out put by external beyond the control factors.
Hence, in such a situation, the workers performance can be assessed by
considering the number of bricks produced with in specific time duration.
However, if
we take mason( skill labour) who lays and cement bricks, is it fair to evaluate
his performance by calculating the number of bricks he have cemented with in
given time duration, certainly not favourable at every time, because the brick
laying work gradually becomes difficult as the brick wall is getting higher. Because,
he have to put additional effort to raise bricks which in turn reduce the
number of total bricks he layered.
In this type
of context, the relevant workers out put is not changes conversely to the input.
This basic concept have to be considered when preparing a format for performance
appraisal. This is a just simple example of lower level workers (labourers ). Howbeit,
as employee’s level of hierarchy is getting higher, number of external factors that
affect to job performance, is getting increased
and become more complex. Such a situation, it is difficult to assess the employees
performance. Hence, firstly Human resource manager must have clearly understand
the nature of each workers job role and how it is affected by external factors
Another crux
that related to performance appraisal is that, how quality of a particular workers job role
is numerically represented. Because employees performance can be broken down in
to two component one is Quantitative and other is Quality. Some times, some
workers shows higher level of performance in Quantity wise, however their quality
of production may have not remained at acceptable level, Whereas some times
opposite can happen. Because there is not specific way to convert Qualitative
aspect of production or service in to numbers. In this context, the human
resource manager can consider the market statistics related to particular production
or service and based on two component of job role, HR manager can derive a
combine conclusion regarding the employees performance.
Conclusion
The performance
appraisal is a kind of strategic plane to encourage and motivate employees to perform in their best, and it also a opportunity for employees to showcase their talent, creativity and competency
and it open a straight forward and fair way for employees to secure promotion and other benefits. Then, the
HR manger should have a insight over the nature of job role and external factors effects of each workers performance in order to prepare reliable performance appraisal.
Reference
Danielles .
Wise, Ronald Buckley, 1998, Journal of management history(online Journal), The evolution
of the performance appraisal process, Available at- https://www.emerald.com/insight/content/doi/10.1108/13552529810231003/full/html
, [ Accessed on 12th December 2021]
Erick Van
Vulpen, 2019, AIHR Academy (Online), The ultimate guide to performance appraisal,
Available at- https://www.aihr.com/blog/performance-appraisal/
, [ Accessed on 11th December 2021]
Henry Levinson,
1976, Harvard business review (magazine ) ,Appraisal of What performance Available at- https://hbr.org/1976/07/appraisal-of-what-performance
, [Accessed on 10th December 2021]
In management performance appraisal is key indicator that measures employees effectiveness and efficiency towards achieving company goals. As author stated in this article it also supports employee motivation. Through performance appraisals company can get corrective measurements and supports career development of employees as well.
ReplyDeletePerformance appraisal is the systematic examination of employee performance and understanding of a person's talents for future growth and development, thank you the detail sharing.
ReplyDeleteEmployees nowadays are more self-aware and seek ways to cultivate and improve their abilities in real-time. Organizations need to take a more hands-on approach to providing regular constructive feedback to employees in order to achieve this. The methods you have discussed in your article are helpful in evaluating both the qualitative and quantitative aspects of an employee's performance. These strategies need to be developed as part of your digital performance management system to ensure great success and benefit.
ReplyDelete