Employee Performance Appraisal Case Study

1.0 Introduction

This is an assignment will be done in two main parts and to discuss and assign the question to the importance of maintaining a knitted relationship between strategic business and an organisation’s human resource strategy. And how having close relationship will make doing things easier and more efficient as common goals are set and are working towards it as one. And eventually attain success and increasing organisation’s performance. Following the second part of the assignment will be addressing why it might be hard to determine the impact of human resource strategy on the organisation’s performance. Multiple causes will be identify and further discuss to support that it is not easy to determine the impact since no HR will have

Especially performace measured in financial terms such as profit margin. These data are usually not measured concurrently and so they might not cover the same period for the whole analysis. For example, the profit amount might reflect or includes prior sales. So, it is important for company to take note and to create a lag into the analysis.

3.2 Measurement Of Employee Performance -

Often in cases of appraisal, it is usually overstated. So that to please upper management and showing them that employees are doing well and in another way showing that they themselves are doing a good job of supervising their subordinates. For example, after a training and development, the manager might overstate the supervisors’ appraisal outcomes. As they have just went through Training and should supposedly be performing better. In real situations, there might not be tremendous or notably changes although it does help the employees in learning and improving. So, it is recommended for both the employer and employee to set the objective goals together and analyse at the end of the day to complete the appraisal and sees if objective goals has been met. (Misiak,