Performance appraisal Essay Example for Free

Performance judgment EssayPerformance assessment has been one of the most-debated management practices for several decades. It has generated a wide mix of viewpoints. There are those who see public presentation appraisal as making an important contribution to human resource management, in that organizations require systematic info on how well employees are performing in their contrasts as a key element in ensuring that human resources are used as efficaciously as contingent. Employees at all levels experience a shoot to know clearly what they should be doing and what is expected of them in terms of quantity and prize of let onput. In addition most throng want to be in a position where they can perform better next time around.A follow of writers, especially during the 1970s, expressed pessimistic views about the future of feat appraisal schemes, and the assumptions on which they are based. Some have tended to write off conventional versions of cognitive operation a ppraisal as backward, simplistic and even counterproductive, arguing that conventional appraisal processes often lead both the manager and employee to approach the transaction review with dys blend inal role stereotypes. The employee expects to hear what is wrong with his or her mental process, while the manger expects to have to well the evaluation to a reluctant and possibly hostile member of staff. (Gordon Anderson 1996)In this case study, it present the growths that caused Xerox Company emerged as a result of their research. In a word, it is all about change. It is talking about the linked issues of visibleness and growth, and the compelling need for a process or model to deal with the problems of increasing effectiveness in the midst of all the change. I discuss ever-changing attitudes and HRD political relevance, and present evidence of concern for HRD effectiveness.In Xerox appraisal new system they use Mulit-appraisal which is 360-degree Appraisal. The limitations of co nventional performance appraisal in placing considerable, and sometimes total, emphasis on the judgment of the employees manager have been identified and discussed by a number ofwriters. A pioneering study carried out a number of old age ago in Gulf Oil, and described by Stinson and Stokes (1980), highlights an alternative, multi-rater method, which overcomes a number of the deficiencies of conventional, manager-orientated appraisal. Probably the most significant coachment likely to influence the nature of performance appraisal in the future is the shift away from conventional appraisals undertaken typically by line managers towards the concept of 360-degree appraisal. The concept builds on multi-appraisal and refers to a situation where appraisal data is collected all around an employee, from his or her manager, subordinates, peers and customers, internal and external.A number of factors are encouraging organizations to introduce, or to seriously consider the introduction of, 36 0-degree appraisal. These complicateFlatter, less hierarchical, more flexible, team-based organization structuresAwareness of the limited perspective of managersRecognition of the value of contributions from other sourcesThe advantage of a range of perspectives, given the increasingly interlocking roles many people play in organization.In research identified the need for building and maintaining close relationships with line and staff management as infixed for a successful HRD organization. It is really depend on the organization and communication processes. A wide range of methods and criteria for appraising performance is used by organizations. The non-homogeneous ways of measuring performance stem directly form the different components of performance. We can see in the new system of Xerox, they are Simple be, victimization this system the appraiser is called upon to make a judgment about the general level of the performance of individually employee. Based on the appraiser r anks each employee from outgo to worst. Alternate ranking, this process involves a number of stages. While this approach may have some advantages in determining the ratings, itsuffers from the same defects as the simple ranking approach. The HRD Function In effective HRD functions, staff development is built in to the annual operating plan as a requirement. It is non just now back up by management, but too seen as inhering to the continued effective operation of the HRD function, and adequate funding supports it.Another one is Feedback, It tells employees, How am I doing? and Where do I go from here? How would you like to be a member of a bowling team and go bowling every week, but moreover get your scores once a year? Coaching is the day-to-day effort to review work, answer questions, discuss progress (or lack of it) toward meeting standards, develop skills, and provide positive guidance. Is the supervisor the only person who can provide coaching to an employee? Coworkers, o ther supervisors, and even customers can often be in a good position to compare the employees performance to established standards and then give helpful feedback.As the articles shown that the core of any organization is its staff. Without workers, who is going to do the job? How come the goal is going to achieve? How effectively an organization maintains a quality team of employees is linked to its ability to manage its staff and recognize the contributions of each player. Effective performance management systems enable an organization to objectively and systematically rate employee performance, while providing the tools necessary to take that performance level and equate it to pay actions. Employees have always expressed the desire for open feedback regarding their performance. More and more companies are embracing the pay for performance concept and its tie to compensation. A well-executive performance management plan enables an organization to achieve critical goalsRecognize th e efforts and contributions of current staffReward staff with compensation directly linked to performance strike staff to improve performanceOrient staff towards goal achievementRetain key employees through the use of competitive compensation programsAttract quality employees with an effective performance management systemA necessary condition for the effective management of performance appraisal systems in any organization is the need to clarify and communicate to all concerned the objectives which the system is intended to achieve. Typically, performance appraisal schemes are expected to serve multiple objectives. This can often be strength in that several purposes can be achieved, but I can also prove to be a disadvantage if it leads to a wastefulness of effort and lack of focus. It is obviously of crucial importance, and everyone in an organization especially the key decision makers should be fully aware precisely what objectives the system of performance appraisal is expected t o achieve, and the priorities within these objects.Performance appraisal should lead to the identification of the training and development needs of employees. Indeed, it can be argued that without an appraisal scheme, it would be only accidental if training and development efforts were aimed in the right direction (Anderson 1980). Performance appraisal, by providing feedback to employees on job performance, creates a basis for improvement and development.The developmental function of appraisal is concerned with improving the performance of people by identifying areas for improvement, setting performance targets for the future, and agreeing plans for follow up action. This aspect also involves developing the capacity of people through formulation plans to develop their skills and careers, and helping individuals to reconcile their job and career aspirations with opportunities available in the organization.Furthermore, there is certain amount of overlap between the evaluative and dev elopment functions, in that the evaluation of historical performance will often be an important influence upon the setting of future targets. Brinkerhoffand Kanter (1980) contend that this function is both backward looking in the sense of evaluating past performance so as to establish standards and forward looking in that the established standards serve as incentives for future performance improvement through generating peer competition and the desire to best ones won past record.The argue further that an additional overlapping, but also overarching, purpose for performance appraisal is to ensure that managers are performing a critical management function. Managers should be paying careful attention to the assessment of the past performance of their staff against organizational requirements, and to the development of greater productivity of the human resources available. This function of performance of performance appraisal of encouraging careful and systematic approaches in asses sing the performance of employees is of great importance for practicing managers, and they often recognize its value.The possible conflict between the evaluative and developmental dimensions has been much discussed in the appraisal literature. The central issue appears to be can the manager, acting as appraiser, effectively be both judge and helper without experiencing role conflict? Since future decisions must be based, at least in part, on evaluations of previous behavior, it could be argued that this conflict is superficial rather than real, and that an effective manager should be about to cope effectively with both roles.When we looked further at the issue of growth. The Conference Board, in a study of trends in corporate education and training, found that the number of training professionals had increased in nearly two-thirds of the firms surveyed. The board cited the following as evidence of the enhanced role and status of HRD in many companiesManagement has become convinced t hat education drives the business.A stepchild until recently, the training function is now seen as essential to the companys strategic goals.Developing our people is now the heart of our business strategy.Training departments used to be wiped out by recessions, but few were in the recent one (Lusterman, 1985, p.2).Affecting the growth of HRD is the increase in the overall number of jobs and the shifts from sectors such as manufacturing to emolument organizations. Newly created jobs require new skills training and workers being displaced need retraining. In addition, more workers are coming to expect training as part of the shape job environment, and will demand it if they dont see it. This is especially true in high technology, where employees want to stay on the leading edge-they cant afford not to.The negative factors arePossible distortion due to popularity factors influencing peersPossible negative reactions towards those who irrespective of this performance, are seen as unort hodox, inclined to challenge existing practices, and therefore comprehend as threateningFriendship ratingDistortions due to fear of retaliationReliance of peers on stereotypes in making evaluation.Despite the risks evident from the number of possible negative factors, peer review may well have an increasing role to play in performance appraisal systems of the future, especially in non-hierarchical, team-based organizational structures in which peers are willing to give objective evaluations of one anothers performance, and where peers interact sufficiently frequently to be able to develop an informed view of the performance of colleagues.ConclusionAppraisal of employees tasks place whether a formal appraisal system is in operation or not. In small companies, formal systems are probably unnecessary in larger companies, a formal system goes some way towards ensuring that decisions based upon judgments of employee performance are fair and just. However, the mere installation of an ap praisal scheme does not ensure that appraisals are well founded. There are a large number of human tendencies towards error that must be acknowledge by those conducting appraisal. This recognition and ways to overcome the problems are best achieved through training.The appraisal of performance is useless unless the results of the appraisal are translated into action. This is the purpose of the appraisal interview. It is a mechanism for feedback of information to employees, and an opportunity for employees and their superiors to sit down and plan remedial action. Appraisal interviews involving problem solving, counseling and joint objective setting are essential components of a successful appraisal scheme.REFERENCEFrench,W. 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