Performance Appraisal
Performance appraisal is a process that is conducted by managers in a company. It involves evaluating the performance of employees in a given year. The analysis helps the managers to reward the high-performing employees, motivate the low- achieving workers and set organizational goals for the coming year.
One of the functions of a human resource manager (HRM) in a company is performance appraisal. The HRM formulates the techniques to be used to assess the level of achievement of the employee. After the process has been conducted, the manager is supposed to give feedback to the staff members (Idowu, 2017). Later, the manager decides on the form of reward to be given to the best performers. Additionally, the HRM applies the best methods to motivate the low-performers and enhance their productivity.
For a performance appraisal to be effective, it has to have the following key elements. The first one is measurement and Assessment which assesses the performance of the employees against the agreed performance levels. The second element feature is effective communication of the performance standard of measurement so that the staff can be aware of them. The third component is feedback which should be given to the employees at regular intervals within the process (Dijk, 2017). The fourth feature is reward where employees who have attained the performance metrics are awarded. The fifth element is Helpance and positive reinforcement for the low-performing employees so that they can improve. Lastly, there should be agreement between the management and staff on what should be done and the methods which will facilitate the plan.
Performance appraisal can contribute to the goals and objectives of an organization through the following ways. It helps in motivating the employees in achieving individual goals thus contributing to the overall target of the company. Additionally, the feedback Helps the managers to discover the weaknesses of the employees and offer the required Helpance. As a result, the workers improve their performance which reflects on the accomplishment of organizational objectives (Idowu, 2017). Correspondingly, considering the depicted ability and performance of the employees, the company is able to set goals that are achievable and measurable. This helps the managers to set short-term objectives which their achievement contributes to the overall organizational goals.
The various methods of performance appraisal are associated with specific advantages. The graphic rating scale method gives an apparent quantitative assessment of performance and is simple to use. Additionally, the 360-degree feedback method Helps to discover their weaknesses and areas of improvement “(Performance Appraisal: 6 Measurement, Assessment, and Management”). Through this, the human resource manager is able to plan for training of employees who have shown difficulty in particular areas. Also, the employees are able to develop their skills and knowledge in order to achieve individual goals.
The process of performance appraisal can be associated with discriminatory implications if not carefully done. Some of the potential discriminations can be based on labor laws and regulations. For instance, the Equal Employment Opportunity Commission (EEOC) requires the metrics of performance appraisals to be related to job activities. They should be non-discriminatory, clear, confirmed, and documented “(Performance Appraisal: 6 Measurement, Assessment, and Management”). If the ratings for measuring the performance people from various genders, races, and ages are different, the appraisal will be discriminatory on the basis of those components. This is a legal issue because the EEOC has provided guidelines on how to conduct performance appraisal.
To conclude, the human resource manager is associated with all the issues of the employees. Performance appraisal is one of the functions of HR which helps in analyzing the performance of the employees in a given year. Through this, an organization is able to set achievable goals with regard to the ability of the employees and the methods agreed upon to improve their performance.
References
Dijk, D. V. (2017). Performance Appraisal and Assessment. ResearchGate.
Idowu, A. (2017). Effectiveness of Performance Appraisal System and its Effect on Employee Motivation. ResearchGate.
Performance Appraisal: 6 Measurement, Assessment, and Management. (n.d.). course text.
