Performance Appraisal
HUMAN RESOURCE MANAGEMENT ESSAY
PERFORMANCE APPRAISAL SYSTEM
11 January 2010
INTRODUCTION
This essay is to answer the question two: “Critically evaluate the advantages and disadvantages of individual performance appraisals/reviews. Assess to what extent such appraisals can contribute to achieving high performance workplace.”
Firstly, the essay will present an overview of performance appraisals.
Secondly, it will talk about the advantages and disadvantages of individual performance appraisal in comparing with team based performance appraisals.
Finally is the contribution of performance appraisal to the organization performance.
PERFORMANCE APPRAISALS
Performance management is widespread among UK companies. CIDP survey (2005) has reported that 87 percentages of organizations operated a formal performance management system. Performance appraisal (PA) is an important part of the performance management. It has been seen as an important tool to control and motivate the workplace. Redman (2005) reported that “appraisal is particularly prominent” in many UK industrial sectors and public sectors. Especially, all most employees of organizations are apprised by PA system. 91% respondents in IRS survey (2005) had used PA for all employees. With organizations didn’t applied PA for all staffs, PA was focused on managers and white-collar workers than manual workers. PA today has combined many methods to produce reliable employee assessments and minimize subjectivity. The organization will choose the appropriate approach to their culture and objectives.
PA can provide many benefits for organizations. However, Taylor (1984) indicated that most employers “use PA for two main reasons: assessing past and improving future performance”. In practice, many organizations tend to be mixed up two purposes in one PA system. That has raised a lot of criticism about PA. Many people have criticized about the incompatibility arise from the different impact of these objectives on
PERFORMANCE APPRAISAL SYSTEM
11 January 2010
INTRODUCTION
This essay is to answer the question two: “Critically evaluate the advantages and disadvantages of individual performance appraisals/reviews. Assess to what extent such appraisals can contribute to achieving high performance workplace.”
Firstly, the essay will present an overview of performance appraisals.
Secondly, it will talk about the advantages and disadvantages of individual performance appraisal in comparing with team based performance appraisals.
Finally is the contribution of performance appraisal to the organization performance.
PERFORMANCE APPRAISALS
Performance management is widespread among UK companies. CIDP survey (2005) has reported that 87 percentages of organizations operated a formal performance management system. Performance appraisal (PA) is an important part of the performance management. It has been seen as an important tool to control and motivate the workplace. Redman (2005) reported that “appraisal is particularly prominent” in many UK industrial sectors and public sectors. Especially, all most employees of organizations are apprised by PA system. 91% respondents in IRS survey (2005) had used PA for all employees. With organizations didn’t applied PA for all staffs, PA was focused on managers and white-collar workers than manual workers. PA today has combined many methods to produce reliable employee assessments and minimize subjectivity. The organization will choose the appropriate approach to their culture and objectives.
PA can provide many benefits for organizations. However, Taylor (1984) indicated that most employers “use PA for two main reasons: assessing past and improving future performance”. In practice, many organizations tend to be mixed up two purposes in one PA system. That has raised a lot of criticism about PA. Many people have criticized about the incompatibility arise from the different impact of these objectives on
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