BUS303 Week 4 Assignment The Performance Appraisal Paper

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Lectures name

Bus303: Human Resource Management

30th September 2019 

THE PERFORMANCE APPRAISAL PAPER

Performance appraisal in general terms refers to the work done by the management team the evaluate and characterize the work done by an employee of the company (Kampkötter, 2017). It is a way for the management team to determine the value of an employee by determining the overall value of the employee in the work setting or organization. This paper focuses on the various aspects of performance appraisal that is the human resource and management involvement in it, its elements, advantages and implications and any risks associated with its application.

Performance appraisal is a delicate process such that two teams are involved to ensure its smooth running and success, that is the human resource team and the management team. The human resource department is charged with the responsibility of ensuring that the performance appraisal is smoothly run and implemented while the management team together with the human resource team is charged with the responsibility of developing the tool and evaluating the contribution of the employee through it (Kampkötter, 2017).

The human resource team together with the management team are the main stakeholders in developing the performance appraisal tool. This done by the two teams' analysis the work assigned to each employee in the organization, their job description and thus from this, they can determine how to design the tool to fit the employee (Wood, 2016).

Appraisals are usually associated with increments, promotions and better job opportunities. This is a function done and facilitated by the human resource team with approvals from the management team. Thus, it is the work of the human resource team to assess the employee and determine if they are worth the increment or promotion before moving the information to the management to take further action. The management together with the human resource department is charged with determining job description and staffing which are influenced by results of the performance appraisal and thus performance appraisal is a function the two departments.

An effective performance appraisal is one that can give correct and reliable information of what is on the ground and whose information can be corroborated with evidence from the ground. Thus, an effective performance appraisal is bound to have the following key elements. The first is it must have a clear process for appraisal. The system which in this case are the tool, must be fair and accurate of what is expected and found on the ground. It should not show biases towards what the management or employee wants but be accurate of what is there. The second element is that the system must possess' standards which are objective in nature and applied to everyone. What this means is that the tool must focus on what is relevant to the case and it should cut across in terms of its application to the whole team not just one side of the team. The third component is the appraisal should not be new but a review od what is already known (Rizvi, 2017). On carrying out the appraisal the employees should not be subjected to facts that they did not know instead the appraisal should contain and aim to get information of what is basic that is that which they already know. The fourth element is that any effective appraisal is an appraisal that is aimed at helping the employees develop and learn. The appraisal process is not meant to judge or look for wring things but as a chance for the employees to know where they can further grow their talents and skills. The fifth is the appraisal must include a section that allows the employee to get feedback on how they performed and they need to do to get better at their job. The last is that every effective appraisal has an action plan that is it has a way to affect the changes that have been proposed and made (Rizvi, 2017).

The main goal of any performance appraisal is to enhance and promote the effectiveness of employees of an organization. The organization goals are usually tied with the job descriptions of employees of a company and when the employees can meet these objectives it with the right effectiveness then the overall goals and aims of an organization are achieved. This is because effective performance appraisal helps both the management and the employees to keep reviewing and improving in their tasks.

Performance appraisal is beneficial in so many ways and some of these ways include they serve as a tool for self-development for the employees of an organization. From this, the employees can self-assess themselves and improve on their weak areas (Kim, 2017). They serve as a link through which the employee can use to reach out to the management and human resource to get clarifications and make plans for the foreseeable future. It also helps the company to determine the areas that are slugging in its performance and hence able to make necessary changes to those areas. These beneficial aspects are crucial for training and development of the involved employees. Through this evaluation, the employees can determine a few aspects related to their training and development as follows. First of all, it gives the employees a big picture of their contribution to the organization and thus from this targeted training can be done on areas that there are found lacking. Secondly, it helps the employees get a clear perspective of where they should concentrate on their development based on their evaluation results.

The laws of labour and employment on matters of performance appraisal is very clear that is does not see it as a necessary tool in the sector. When a company decides to perform it several potential risks could befall it and the organization must be aware. One is the purpose of conducting it, must be fair and similar for everyone with equal chances of gaining.(Kampkötter, 2017) The consistency of its application is also critical and the format for people of similar job groups and department. Also, the cost and timeline for its application.

In summary, performance appraisal is a complex process that should never be rushed or take lightly as the impact of its effects is felt on a wide range and many people. It has its

1. The laws of labour and employment on matters of performance appraisal is very clear that is does not see it as a necessary tool in the sector. When a company decides to perform it several potential risks could befall it and the organization must be aware. One is the purpose of conducting it, must be fair and similar for everyone with equal chances of gaining. (Kampkötter, 2017) The consistency of its application This is a basic explanation that is missing the depth. benefits as has been discussed and some risk factors that could have detrimental effects if taken lightly as has been seen. Thus, the development of any performance appraisal tool should be left to the experts that is a human resource as they understand the job descriptions well and what such an appraisal could mean for a particular employee.

References

Kampkötter, P. (2017). Performance appraisals and job satisfaction. The International Journal of Human Resource Management, 28(5), 750-774.

Kim, T. &. (2017). Public employees and performance appraisal: A study of antecedents to employees’ perception of the process. Review of Public Personnel Administration, 36(1), 31-56.

Rizvi, M. A. (2017). A feedback model for an effective performance appraisal system. Journal for Global Business Advancement, 10(2), 140-157.

Wood, S. (2016). High-involvement management. In Encyclopedia of Human Resource

Management. Edward Elgar Publishing Limited.

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