Performance Appraisals Essay Research Paper IntroductionWe have

Performance Appraisals Essay, Research Paper

Introduction:

We have researched performance appraisals by reviewing literature on the subject

and by interviewing an individual who is responsible for giving performance appraisals

as a part of her job. We found several similarities between the two and a few differences,

all of which is discussed in the following analysis.

Literature Review:

The most obvious purpose of a performance appraisal system is as a decision aid. Performance appraisals provide a basis for deciding who should be promoted, terminated, given a raise, and so forth. It is an important part of consideration in making a wide range of personnel decisions in most organizations, and it benefits both the organization and the individual.

It gives the employee the opportunity to discuss performance and performance standards regularly with the supervisor. It provides the supervisor with a means of identifying the strengths and weaknesses of an employees performance, and it provides a format so he/she can recommend a specific program designed to help an employee improve their performance. Also, it can provide a basis for salary recommendations so that employees can make justified earnings.

Environmental issues are all the surrounding factors that come into play when doing a performance appraisal. These issues have to be considered in performance appraisals because they can contaminate the interview in negative ways. Different variables such as standards used to evaluate performance, the definition of what constitutes performance, frequency of appraisals, supervisor-subordinate relationships, and the consequences of high or low evaluations. All these factors thrown together can influence the appraisal interview in different directions. For examples, if you are good friends with your boss and he/she gives you the P.A. interview, the chances are you will get a positive review regardless if your performance is poor. Or perhaps one employee has better resources and higher output than yourself, and as a result gets a better performance review. Other appraisal failures come from managers not taking the appraisal seriously, or they lack the skills needed. Sometimes managers do not tell the truth during the evaluation to spare feelings, or they are not prepared to do the interview. These environmental affects have to be considered so it is not unfair and biased to employees.

There is no definite process or solution to make all performance appraisals fair and accurate. But if done correctly, the ratee will be able to identify his/her weaknesses and turn them into strengths which will lead to better performances, which will ultimately lead to better earnings for the organization having a chain reaction on up the line.

In recent years there have been many legal issues that have been brought up regarding performance appraisals. In recent years, there have been over five hundred published judicial and arbitration decisions that involved performance appraisals. This is important for any human resource manager because at one time or another, they will be forced to deal with this issue on a first hand basis. There are many court cases that discuss important topics concerning performance appraisals that have been used as case studies today.

To perform a legally sound performance appraisal, managers should follow these guidelines (Smither 83):

. Should be standardized and uniform for all employees within a job group

. Should be formally communicated to employees

. Should provide notice of performance deficiencies and of opportunities to correct them

. Should provide access for employees to review appraisal results

. Should provide formal appeal mechanisms that allow for employee input

. Should use multiple, diverse, and unbiased raters

. Should provide written instructions and training for raters

. Should establish a system to detect potentially discriminatory effects or abuses of the system overall

It is important for organizations today to guard themselves against employees that decide to take legal action based on performance appraisals. That is because there have been a countless number of people that have sued their former employee because they feel that they have not receive a performance appraisal prior to their discharge. However, there are many ways that employers can protect themselves against this kind of action. Some examples are to explain to new employees that their employment is at will, that is the employer reserves the right to discharge the employee at any time for any reason with or without cause and with or without notice. Another example is to say that nothing in the employer.s policies, practices, or procedures including performance appraisals, should be interpreted as giving any right upon the employee to continued employment. Finally, an employer should state that they are under no obligation to appraise performance.

Training Raters:

In order for performance appraisal to be accurate, it is important that the people execute these appraisals to be formally trained. It would be the organizations best interest and the for the overall development of the employees for employee appraisals to be as accurate as possible and provide honest feedback.

There are

Внимание, отключите Adblock

Вы посетили наш сайт со включенным блокировщиком рекламы!
Ссылка для скачивания станет доступной сразу после отключения Adblock!

Скачать