Human Resource Management
INTRODUCTION
Mangers and supervisors tend to be concerned to motivate the employees to work hard and effectively, thereby, the organization objective can be achieved though great performance from the workforce. Performance appraisal is an important part of performance management, which could be considered as one of the essential tools that can be used to manage performance. Performance appraisal, as suggested, is the process by which the performance, potential and develop needs of individual worker is recorded. Through the feedback, the assessment of the employees can be achieved, as well as the objectives agreed. (ACAS, 2003). Although, business organizations today try their best to make great use of performance appraisal, the actual operation of performance appraisal still confronts a variety of dilemmas in practice.
This paper is designed to give some suggestions to the managers for improving the organization’s performance in the application of Performance Appraisal. It firstly examines the various advantages of the performance appraisal. Following the theoretical benefits, the essay addresses the problems issues by focusing on the areas of performance appraisal in practice and the development in human resource management. At the end, several solutions are suggested to improve the conduction of performance appraisal and develop the whole organization’s performance.
ADVANTAGE
Theoretically, a few benefits can be brought from implementing the performance appraisal.
To begin with, as an element of performance management, performance appraisal is adopted by managers not only to help set up a specialized culture of an organization, but also develop it, namely culture change (Williams, 2002). As defined by Brown (1998), organizational culture refers to the beliefs, rules and management style that are formed during an organization’s history and used to control the behavior of members in the organization. An identifiable, particular and consistent culture
Mangers and supervisors tend to be concerned to motivate the employees to work hard and effectively, thereby, the organization objective can be achieved though great performance from the workforce. Performance appraisal is an important part of performance management, which could be considered as one of the essential tools that can be used to manage performance. Performance appraisal, as suggested, is the process by which the performance, potential and develop needs of individual worker is recorded. Through the feedback, the assessment of the employees can be achieved, as well as the objectives agreed. (ACAS, 2003). Although, business organizations today try their best to make great use of performance appraisal, the actual operation of performance appraisal still confronts a variety of dilemmas in practice.
This paper is designed to give some suggestions to the managers for improving the organization’s performance in the application of Performance Appraisal. It firstly examines the various advantages of the performance appraisal. Following the theoretical benefits, the essay addresses the problems issues by focusing on the areas of performance appraisal in practice and the development in human resource management. At the end, several solutions are suggested to improve the conduction of performance appraisal and develop the whole organization’s performance.
ADVANTAGE
Theoretically, a few benefits can be brought from implementing the performance appraisal.
To begin with, as an element of performance management, performance appraisal is adopted by managers not only to help set up a specialized culture of an organization, but also develop it, namely culture change (Williams, 2002). As defined by Brown (1998), organizational culture refers to the beliefs, rules and management style that are formed during an organization’s history and used to control the behavior of members in the organization. An identifiable, particular and consistent culture