Pros And Cons Of Annual Performance Appraisals

1974 Words8 Pages

9. Should firms get rid of the annual performance appraisal
 Scholars, hr practitioners, and managers alike are very critical with the annual performance appraisal “ritual”. Should firms get rid of it? What is the alternative, if any, to it?

An overriding feeling that performance appraisals are from the past, and likely should remain there. They represent “the parental, boss- subordinate relationships that [are] characteristic of patriarchal organizations”
Contrary to the current understanding, performance appraisals lack the characteristics necessary to be a developmental
process. They often
cause more harm than
benefits. There is a
need to develop
processes in most
organizations that will promote honest conversation that is viewed as positive, …show more content…

Aside from indicating the basic parameters of a position, providing support and demonstrating a connection to the company’s ultimate vision, coaching should allow an individual to fulfil the responsibilities using the skills he has acquired. If coaching is viewed as controlling through its design (written judgment, employee’s signature, personnel file storage), it negates any positives that were previously intended.
Appraisals are administered on a cyclical basis, i.e. annually, bi-annually, etc. However, the nature of the work may change throughout the evaluation period. Appraisers are most likely to consider the circumstances of the job that are apparent at the time the appraisal is administered.
6. Individual goal setting is an effective motivational tool and strategy for improving performance
It is argued that goal setting removes bias. If the employee accomplished the goal that they set then performance has been satisfactory throughout the year. Setting the goal does not automatically allow the employee to see the path necessary to the finish line.
Suggestions to improve
a. Companies should drop mandated ratings and evaluations (except when legally required or it is the best …show more content…

Quantity Goals
• Quality suffers

d. Unintended Consequences
• Undermine intrinsic motivation due to pressure and control 

• Impede teamwork 

• Dishonest behaviour

7. Performing well in one job predicts success in performing well in another
The skills necessary to accomplish a technical job are not the same as (or at least not limited to) the skills needed to achieve as a manager.
These same appraisals are also used with the hope of eliminating bias so that the EEO has no case for discrimination. A word of caution, while appraisals appear objective, they have frequently been used as the evidence needed to prove a case.
Instead of implementing this tool, Coens and Jenkins recommend establishing clearly defined requirements and processes which should be tested for inequalities by referencing the U.S. Equal Employment Opportunity guidelines or an equivalent document in the appropriate jurisdiction. This will assist the employer in testing for validity and reliability as well as attempting to ensure that it is discrimination free. The side panel lists a number of tools which can be validated for reliability and can be implemented in place of a performance

Open Document