Bus 303 Human Resource Management Performance Appraisal Doc
Performance Appraisal
BUS 303 Human Resources Management
Ashford University
Introduction A comparison of an employee’s performance to standards that are already pre-determined to the organization is called a performance appraisal. Performance appraisal is the systematic evaluation of the performance of the employee and to understand the abilities of a person for further growth and development (Performance appraisal, 2008).If performed correctly, this can be very beneficial to the growth of employees as well as the organization. Objectives: • To maintain records in order to determine compensation packages, wage structure, salaries, and raises. • To identify the strengths and weaknesses of employees to place right employee on right job. • To maintain and assess the potential present in a person for further growth and development. • To provide a feedback to employees regarding their performance and related status. • It serves as a basis for influencing work habits of the employees. I • It reviews and retains the promotional and other training programs. (Performance appraisal, 2008). Monitoring of employee performance and feedback on effectiveness are some factors that can enhance employee performance and motivation. You can do this by formal coaching on a day to day basis or even annually. Typically, a formal appraisal interview is conducted annually (Murphy and Cleveland, 1995). From the perspective of the organization, carrying out performance appraisals is to establish accountability as well as maintain it. With that being said, researchers imply that the main cause of organizational failure is non-alignment of responsibility and accountability (Murphy and Cleveland, 1995). This mainly occurs when the employees are burdened with responsibilities but are not accountable for the way in which the work is being
BUS 303 Human Resources Management
Ashford University
Introduction A comparison of an employee’s performance to standards that are already pre-determined to the organization is called a performance appraisal. Performance appraisal is the systematic evaluation of the performance of the employee and to understand the abilities of a person for further growth and development (Performance appraisal, 2008).If performed correctly, this can be very beneficial to the growth of employees as well as the organization. Objectives: • To maintain records in order to determine compensation packages, wage structure, salaries, and raises. • To identify the strengths and weaknesses of employees to place right employee on right job. • To maintain and assess the potential present in a person for further growth and development. • To provide a feedback to employees regarding their performance and related status. • It serves as a basis for influencing work habits of the employees. I • It reviews and retains the promotional and other training programs. (Performance appraisal, 2008). Monitoring of employee performance and feedback on effectiveness are some factors that can enhance employee performance and motivation. You can do this by formal coaching on a day to day basis or even annually. Typically, a formal appraisal interview is conducted annually (Murphy and Cleveland, 1995). From the perspective of the organization, carrying out performance appraisals is to establish accountability as well as maintain it. With that being said, researchers imply that the main cause of organizational failure is non-alignment of responsibility and accountability (Murphy and Cleveland, 1995). This mainly occurs when the employees are burdened with responsibilities but are not accountable for the way in which the work is being
References: Murphy, R. and Cleveland, J. (1995). Understanding Performance Appraisal: social, organizational, and goal-based perspectives, California: Sage Publications Performance Appraisal (2008). Management Study Guide Pave Your Way to Success. Retrieved on October 17, 2012 from http://www.managementstudyguide.com/performance-appraisal.htm