appraisal system
Appraisal System
Christy Earls
Everest University
Appraisal System
Many would say the appraisal system is flawed and not very productive. Those people would not be in Human Resources. To the HRM appraisals are a vital part of business and can help make your business a better place not only for the employees but for the customers. Some appraisals are done to help justify human resource management, like termination, transfer, and so on (Pettijohn, Pettijohn, Taylor & Keillor, 2001). Most appraisals are done at least yearly sometimes more often. I will discuss the many different kinds of appraisals and the pros and cons of them, the benefit of them for the business.
The things that need to be met for a good appraisal are: performance ratings, written job standards, and an appeals process. You must also have trained managers for doing appraisals, and have an open and clear meeting with employee to go over their appraisal. Problem performances should not go undealt with, there should be a clear way to help poor performers improve their job performance ( Bohlander and Snell, 2013, pg 354).
There are many different appraisal methods out there; the first I will look at is the essay and unstructured formats. Essay method is when an appraiser prepares a written statement describing the employee’s strengths and weaknesses about their job performances. This would also have courses of action to take to improve job performance. This method is very open-ended and flexible. It is also very time consuming for the appraiser, so most appraisers do not prefer this method. Unstructured method is like the essay method but is essays or short answers meant to grade employees. These are also open-ended and all-encompassing but again are time consuming for the appraiser.
The next format I will look at is called the ranking system. With the ranking system there are specific variables laid out. This system must have explicit variables to follow. Examples of this would be
Christy Earls
Everest University
Appraisal System
Many would say the appraisal system is flawed and not very productive. Those people would not be in Human Resources. To the HRM appraisals are a vital part of business and can help make your business a better place not only for the employees but for the customers. Some appraisals are done to help justify human resource management, like termination, transfer, and so on (Pettijohn, Pettijohn, Taylor & Keillor, 2001). Most appraisals are done at least yearly sometimes more often. I will discuss the many different kinds of appraisals and the pros and cons of them, the benefit of them for the business.
The things that need to be met for a good appraisal are: performance ratings, written job standards, and an appeals process. You must also have trained managers for doing appraisals, and have an open and clear meeting with employee to go over their appraisal. Problem performances should not go undealt with, there should be a clear way to help poor performers improve their job performance ( Bohlander and Snell, 2013, pg 354).
There are many different appraisal methods out there; the first I will look at is the essay and unstructured formats. Essay method is when an appraiser prepares a written statement describing the employee’s strengths and weaknesses about their job performances. This would also have courses of action to take to improve job performance. This method is very open-ended and flexible. It is also very time consuming for the appraiser, so most appraisers do not prefer this method. Unstructured method is like the essay method but is essays or short answers meant to grade employees. These are also open-ended and all-encompassing but again are time consuming for the appraiser.
The next format I will look at is called the ranking system. With the ranking system there are specific variables laid out. This system must have explicit variables to follow. Examples of this would be
References: Bohlander, G. and Snell, Scott (2013). Managing human resources (16th Ed.) Mason, OH: South-Western Cengage Learning. CBPOWER. (2012, September 26). 5 methods for employee performance appraisal. Retrieved from http://cbpowerandindustrial.wordpress.com/2012/09/26/5-methods-for-fair-employee-performance-appraisals/ Pennock, D. (1992). Effective performance appraisals (really!). SuperVision, 53(8), 14. Retrieved from http://search.proquest.com/docview/195586844?accountid=158297Pettijohn, C., Pettijohn, L. S., Taylor, A. J., & Keillor, B. D. (2001). Are performance appraisals a bureaucratic exercise or can they be used to enhance sales-force satisfaction and commitment? Psychology & Marketing, 18(4), 337-364. Retrieved from http://search.proquest.com/docview/227689823?accountid=158297