Employee Performance Appraisal & Motivation and Incentives 1) Nakheel Group is one of the largest property developers within Dubai. As far as its performance appraisal system is concerned, Nakheel is being aided with the Kenexa CareerTracker which is a powerful system being run in an automated fashion…
This is one of the reasons why Nakheel has been such a success in the recent years and is making giant strides within the property development regimes in Dubai. The performance appraisal system that is in place within Nakheel makes use of the strengths that the employees possess within their folds and how they bring together the same for the organizational success in the long run. The objectives of performance appraisal within Nakheel are to make sure that the employees are compensated what they do and how they do within the workplace domains. The performance appraisal system that is in place is geared to achieve a great deal more than it is doing at the present. However, the vision is set to attain greater heights as have been promised by the performance appraisal system which is working to good effect within the organization. The objectives are therefore very succinct as far as Nakheel Group is concerned. The performance appraisal is clear cut as far as finding out the best available resources for the organization as this will reap rich dividends for the organization in the future. Nakheel is being seen as a much desired employer by the aspirants who seek employment within its aegis. It makes the entire organization a sign of being a positive one for the people at large. The methods and tools which are employed within the performance appraisal system that is implemented by Nakheel are important to ascertain. This is because it helps the organization to grow as a whole as far as its resources are concerned. Much emphasis has been paid on the fact that Nakheel is a name that delivers pure value for the stakeholders and end customers. The interviews are seen as some of the most important tools behind the performance appraisal methodologies which are in place. These also help the basis of determining where success areas for the sake of the employees within Nakheel remain. The methods and tools that are made use of within the performance appraisal system that is in place within Nakheel is very specific and does not allow for any wastage as such. It taps the potential and the strengths of the employees and gives them a chance to excel within their chosen areas and departments. 2) Reinforcement Theory Reinforcement theory looks at reinforcing attitudes to make sure that results are achieved and attained in an easy going way. It allows for progress beyond what has been envisaged. What remains to be seen is how well the reinforcement theory works to best effect for the employees and what kind of results will be achieved at the end of the day (Hartman, 1991). The reinforcement theory is therefore an indication of how well the strategies are being made use of within the employee morale domains in an organization and what kind of results will be there for the taking by one and all. Undesired behaviors are sometimes given the go-ahead as far as workplace manifestations are concerned. This is because there is no check on such undesired behaviors and this results in a great amount of anarchy within the workplace settings. The role of the human resource management and indeed the top management is of essence here because it brings under focus the need for remaining one step ahead in terms of providing the solution that is required. The undesired behaviors need to be negatively reinforced so that employees could keep away from the same settings, for ...
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The aim of this research is to identify, describe, and critically analyze the factors, other than the traditional performance appraisal, responsible for employee performance in organizations and to conclude whether or not performance appraisal is a significant factor responsible for employee performance in organizations.
This is one area which is least appreciated by employees and a major source of dissatisfaction. It is a key area through which organization not only gets the work done but communicating expectations and driving employee behavior towards goal achievement. It helps identifying under performers and developing them accordingly.
According to the discussion that there are some collaborative techniques that employers use in order to evaluate employee performance and these techniques can be quite helpful in conducting performance appraisals as well. These techniques include management by objectives or MBO, work planning and review, peer review.
This research will begin with the statement that performance management is one area of HR which is most difficult to implement that is why probably it is called Achilles’ heel of human resource management. This is one area which is least appreciated by employees and a major source of dissatisfaction.
However, it should be noted that the kind and nature of performance appraisal determines whether the employees would get motivated or not (Grote 103).
This means that it important to come up with a comprehensive performance appraisal system that
The paper also identifies and explores the established culture of employee selection and appraisal criteria in this organization to state that employee turnover rates are rather high and employees’ output needs improvement. The paper ends with a reflection by the writer
Performance appraisal may vary from one concern to another that it does not necessarily have to follow a general protocol. But appraisal is a performance feedback given on a regular basis at the end of specific months. No matter how big an organization is, it is the prime duty of an employee to realize his position in a company and his goals.