ipl-logo

Summary: The Importance Of Performance Appraisal

1661 Words7 Pages

Executive Summary
This report presents the importance of performance appraisals as a performance management tool and the ways in which performance appraisals can be designed and implemented in organisations, for this purpose, the role of personnel manager in a hotel called Cavendish Hall Hotel has been used to explain the role of performance appraisals. Likewise some of the important tools and techniques of performance appraisal are also provided.
Moreover recommendations on the ways to integrate performance appraisals into high performance systems for Cavendish Hall Hotel are also presented. Lastly some of the practical activities on preparing for performance appraisals and related documents are also presented in the appendices section. …show more content…

The report is based on the assumption that there is no formal performance management system at the hotel and the only available tool for evaluating performances of the employees is a simple score card system, which records the annual performance of the employees into four …show more content…

Performance appraisals act as significant vehicles for improving organisation’s overall performance and efficiency (MacMillan, 2013).
The role of divisional manger is to ensure that Daphne, gets maximum flexibility and authority to design and implement performance appraisal mechanisms in the hotel, so that these appraisals can be competently integrated into high work systems for the Cavendish Hall Hotel.
While there are many performance appraisal tools to evaluate the performances of the employees, some key and effective tools of performance appraisals include ranking, forced distribution, field review technique, checklists, performance tests, BARS and confidential report. These tools can be used to achieve the objectives of performance appraisal (Mohrman, et al.,

Show More
Related

  • Hrm 531 Performance Evaluation Paper

    525 Words  | 3 Pages

    The appraisals will reflect the job performance, including customer service and positive employee interaction with other staff. The training needed to do a performance evaluation will help to avoid mistakes such as spillover effect, initial impressions, lenient or strict ratings, halo effect or horns effect (Pynes, p.314). The immediate supervisor will do the quarterly performance evaluations but an appointed person from the HR team will be involved in the yearly performance evaluation that could include

    Read More

  • Qualitative Critical Appraisal

    851 Words  | 4 Pages

    Qualitative Critical Appraisal In this paper, I will be performing a qualitative critical appraisal on the article called Expanding the scope of research with transition-age foster youth: applications of the social network perspective written by Jennifer Blakeslee. I will also come to a conclusion on whether or not I agree with the findings and if I believe it is useful in practice. Method Blakeslee (2012) uses social network analysis in an inductive, exploratory, qualitative research design for this study. I think this research design was appropriate to address the aim of the research since “social network analysis can be used to measure the interconnected relationships in the service network of caseworkers, foster parents and their providers,

    Read More

  • Cloudy Day Software Compensation Paper

    775 Words  | 4 Pages

    Management and supervisors will be responsible for conducting annual performance appraisals and submitting completed appraisals to Human Resources. Establishment and Use of Job Descriptions and Job Families Job descriptions are available for review for all positions. Job descriptions identify minimum requirements, reporting relationships and essential functions for the position. The job descriptions are used for job classification and the creation of job families.

    Read More

  • Henderson's Case Study

    1777 Words  | 8 Pages

    These appraisals are also useful for record-keeping purposes such as progressive discipline of a workers. A graphic rating scale should be used to conduct these appraisals since the tasks performed are in complex and easily measurable on a numeric scale. However, management must communicate their expectations from employees prior to the

    Read More

  • Critical Appraisal: The Most Important Components To Evidence-Based Practice

    553 Words  | 3 Pages

    When implementing evidenced-based practice, there are five major steps to its development: ask, acquire, appraise, apply and assess. Research involves gathering data, comparing, and analyzing it to produce information that is viable to a particular topic being evaluated. Critical appraisal is one of the most important components to evidence-based practice. According to the Center for Evidence-Based Medicine (n.d.), critical appraisal is the process of carefully and thoroughly evaluating research. The reason behind critical appraisal of research is to identify the level of evidence, how well it was conducted and evaluate it for relevance to one’s practice (Fineout-Overholt, Melnyk, Stillwell & Williamson, 2010).

    Read More

  • Budget Variance Analysis Paper

    1288 Words  | 6 Pages

    Production of the employee comes in the submission of employees' work if employees complete their work on time, and the range of errors found in employees submitted work. Also, how customers respond helps in this section: are customers complaining about services from the employees or are they fit with such services? Also, how the employees work at their places of work help in determining the performance evaluation (Eisner, 2017). Also, how the employees consider working according to the stipulated targets, work well for assessing the performance

    Read More

  • Endo-Tech LLC Case Study

    1360 Words  | 6 Pages

    Endo-Tech USA, LLC is a limited liability company founded in 2010 in southeastern USA, in order to help medical companies with breakthrough technologies to effectively enter the market in Latin America and the Caribbean through an effective network and an extensive knowledge of the market. Endo-Tech staff has over 20 years of experience in the market and meet the regulatory process in each country in Latin America and the Caribbean, facilitating the sale and distribution in the region. Its main office is located near Miami, Florida due to its strategic position to serve the region. The organization consists of four employees in which two of them are owners.

    Read More

  • Performance Management System: Tesco

    1831 Words  | 8 Pages

    The system needs to be productive or it will be a waste of money and time, this makes a virtual as a potential to refine employee’s performance. The performance appraisal will lead to a behavioral change when an individual accepts the system (A. Elverfeldt, 2005). The system used in performance appraisal has the roots and become more powerful in almost all the organization through the world. These are the assessment of the performance of an employee or employer, whom one is concern about (D. Goel, 2010). According to E. Lawler, G. Benson and M McDermott, 2012 performance appraisal is a censure powe of management practices, criticism ranging from an extensive waste of time to their having a negative impact on the correlation between managers and their subordinates.

    Read More

  • Four Performance Appraisal Tools Analysis

    1186 Words  | 5 Pages

    Four Performance Appraisal Tools Performance Appraisal is an evaluation system used in organizations. This method evaluates an employee’s performance to see where the employee’s strengths and weaknesses are and to fix them through training or otherwise. Performances Appraisal tools are designed in such a way that helps the supervisors evaluate their employees and highlight those strengths and weaknesses. Below are four those tools: 1. Rating Scales: This is a traditional method of evaluating performance.

    Read More

  • Employee Appraisal Fairness Process

    1762 Words  | 8 Pages

    Employee Appraisal Fairness process Performance appraisals are the basic element of human resource management. Many HR decisions are totally based on the results of the Appraisal. Kelly, (2008) studied that over 80 percent of the respondents are in desire of the appraisal system, along with 45 % respondents indicates that appraisal system needs improvement. Fairness and clarity of the appraisal system is compulsory. It results in satisfaction, improvement in performance, motivation and positive perception towards performance bonuses.

    Read More

  • Ritz Carlton Organizational Structure

    2427 Words  | 10 Pages

    The purpose of this report is to find solutions to the prevailing issues in Ritz Carlton like an increase in absenteeism, demotivation, a decrease in productivity level as well as discrimination, underpay and conflicts arising between team members. For the purpose of this assignment, the focus will be on providing recommendations to improve the culture, working environment, structure, motivation of employees and strengthen team-working. Ritz Carlton is using a hierarchical and centralised structure, first of all, different type of structures will be proposed to find the right one.

    Read More

  • Employability Skills: A Case Study

    5698 Words  | 23 Pages

    We make personnel decisions such as promotion, demotion, transfer or dismissal to an employee according to their performance. We identify the weaknesses of an employee and determine training needs to the employee such as who has which weaknesses and which type of training does he need. And vice versa, staffs provide performance appraisal to us, Managers. Their performance appraisal to us includes how the manager is contributing to the team or department and which skill or area the manager needs to improve. Such Performance Appraisals Activities help to develop own needs of every employees to meet with the needs of our

    Read More

  • Evaluating Job Evaluation

    1159 Words  | 5 Pages

    Task 3.2 Evaluate the process of job evaluation and other factors determining pay Job evaluation Job evaluation is a formal process by which the relative worth of various jobs in an organisation is determined for pay purposes. A systematic comparison of the worth of one job with that of another eventually results in the creation of a wage or salary hierarchy unique to the organisation. Essentially, job evaluation relates the amount of pay for each job to the extent to which the job contributes to the organisation’s effectiveness. It is not always easy to determine the worth of all jobs in an organisation. Job evaluation involves making judgments that are subject to error on the part of job evaluators.

    Read More

  • Performance Management: Criticisms And Negative Arguments

    1746 Words  | 7 Pages

    Performance Management Performance management according to --- is a function that that embraces activities such as articulated goal setting, uninterrupted progress reassessment, regular communication and feedback, as well as coaching for better performance. Likewise, it involves execution of employee development plans and rewarding accomplishments. In other words, performance management focuses on improving employee performance along with effort via a process that supports employees to get personal and professional fulfilment by a feel of purposeful contribution. In organisations, management is responsible for meeting organisational objectives through the involvement of others; through evaluating the performance of systems and human resources.

    Read More

  • Value Of Job Evaluation

    1686 Words  | 7 Pages

    Albert Einstein once said, “Strive not to be a success, but rather to be of value”. Value, refers to the importance, usefulness, or the relative worth in terms of money of an object or a service. Thus, Albert Einstein, is emphasising the need to provide value to be able to differentiate one’s self with others. In human resources management, the value of an employee can be differentiated in terms of the employee 's job and the employee’s performance in relation to his or her job. Assessing the value of the job, is called job evaluation while assessing the employee’s performance on the job, is called performance appraisal.

    Read More

More about Summary: The Importance Of Performance Appraisal

Open Document