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Performance Appraisal Assignment

1309 Words6 Pages

The main role of appraisals is to maintain organizational performance, as well as the individual performance in order to identify the main issue within the organization. CIPD research (2009) showed that more than 80% of HR practitioners carry out performance appraisal which indicates that half of those people are actually satisfied with the results. Redman & Wilkinson (2009) specified that it’s not recently that studies have explicitly focused on performance issues and the data has been available and shown a positive relationship between the presence of HR practice and organizational performance in other words
Communication
Paul J Meyer quoted “Communication - the human connection - is the key to personal and career success”. It is noticeable …show more content…

Recent research suggested that “over a third of UK workers (37%) believe appraisals are a waste of time and do not contribute towards their personal career development at all”. The research also noted that while a third of employees dedicate one-day work a year to appraisals, many see it as a pointless exercise Newcombe.T (2012). This is because most employees now feels like they are not benefiting from appraising their own …show more content…

The appraisal process will help the employees learn just what it is that the organization considers to be superior. And now that most people want to be seen as superior performers, a performance appraisal process provides them with a means to demonstrate that they actually are. Performance appraisal encourages employees to avoid being identified as inferior performers.
Encouraging Coaching and Mentoring: Coaching is an informal approach to an individual’s development based on close relationship with another person who is of expertise to company thus acting as an immediate manager Brockbank & McGill (2006). Managers are expected to be good coaches to their team members and mentors to their employees. Performance appraisal identifies the areas where coaching is necessary and encourages managers to take an active coaching role. Whitmore (2009) pointed that coaching is a continuous occurrence in an organization. Coaching enable employees to improve their performance and motivation through ongoing dialogues with the coach as a result strengthening relationship which reinforce comment amongst employees and the organization due to a favourable working environment Passmore (2010). CIPD (2012) conducted a research based on coaching which showed that about 43% of organizations used coaching to improve poor performance,

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