Performance appraisals in essence are formally structured periodic interactions among supervisor and subordinate usually administered in the form of interviews which evaluate the performances of the subordinates with the objective of identifying strengths as well as weaknesses…
Appraisals also identify the below-par performers who then may be subjected to counseling or punitive action such as pay cuts, demotions or in the extreme case dismissal or decreases in pay.
The necessity of performance appraisals is a debated issue. While on one hand a number of authors feel that it is one aspect of corporate organizations that creates significant hindrance to effective management of human resources (Derven, 1990), authors like Lawrie (1990) feel it to be indespensible and possibly one of the most crucial aspects of organizational management. The fundamental reason behind opinions spread over both ends of the spectrum is that these are based upon observations about successes and failures of appraisals in engendering warranted results. I believe that it is not the action of evaluating employees through appraisals but rather the manner in which these are administered that leads to such different results.
The necessity of performance appraisals is intricately tied to the objectives and policies of the organization. For organizations that believe in generating employee loyalty and try and minimize employee turnovers performance appraisals can play a very important role. Further, appraisals offer the opportunity to focusing on activities and objectives, to locate and cure problems found to be existing, and thereby to provide encouragement for better performances in future. This, effectively done can thus improve the aggregative performance of the whole organization.
The appraisals also embody the opportunity mutual recognition and agreement of individual training and development needs. Discussion of any workers performance can beyond argument establish lack or abundance of skills which otherwise in a generic voting situation or centralized meeting situation cannot become clear. So, performance appraisals can definitely establish the necessity of training as well as the ...
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Therefore, mismanagement of this department is detrimental to the growth and survival of a company. Barclays Bank Kenya for several decades has been standing out as one of Kenya’s best banks. Their services are thorough and the reputation of the bank reaches everywhere.
Therefore this form of appraisal will consist of a number of perspectives about the members of this organization.The selection of a performance appraisal system will be influenced by the type of organization that it will be used for.
This new level of demand has caused businesses to implement a department whose sole responsibility was to originally act as a portal between management and employees; keeping an objective point of view while trying to balance the needs of the company with the demands of the employees.
In many companies - but not all - appraisal outcome are used, either straightforwardly or not directly, to help establish reward result. That is, the appraisal outcomes are used to recognize the better performing staff that should get the greater part of accessible value pay increases, additional benefits, and promotions.
(Williams, 1999) Instantaneous response is the most successful style of evaluating performance through counseling. Employee feedback must occur on a daily basis and be incorporated with counseling as fraction of the training and development agenda. The daily feedback on how to enhance performance is vital to obtain instant behavior enhancement.
But performance discussions and salary actions will be dealt with at separate meetings.
Appraisal will measure performance in achieving goals and plans and performance as a manager, that is, how well a person carries out key managerial activities. Traditional appraisal methods that attempt to measure personality traits have serious limitations.
This paper aims at reviewing“How to Make Performance Reviews Relevant” by Lisa Quast.
According to Lisa Quast many managers do not appreciate the importance of performance appraisal and some will only agree
I also confirm further that the work submitted here is my own work, save for where indicated by proper referencing. Should I not abide by the policy and be found guilty of plagiarism by my course lecturer or
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