Performance Appraisal Essay
Introduction
According to Armstrong (2009), performance appraisal is continuous process which improves and develops performance of an organization by improving individual employees’ performance through identifying measuring evaluating implementing employees to their level of competencies. Employees’ performance will be set at an agreed level within a certain framework in order to achieve work expectations and goals of an organization. Performance management is basically measuring of employees’ performance.
Performance appraisal is not the only component in performance management however it can be said that it is a piece of performance management. Performance management also includes strategic planning, job analysis and design and train and
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However by the end of World War 1 organizations began to use a systematic employee appraisal system (Bellows and Estep, 1954) this came into existence due to ‘man to man’ rating system used for evaluating military staff during the war.
Types of performance appraisal
Organizations adopt different methods of performance appraisal in order to maximize the use of their most valuable asset which is employees of the company. As a result the organization will have a better understanding of organizational human resource as well as it assist to link between employee performance accuracy and factors dependent on achieving organizations goals (Daoanis, 2012). The discussions of different methods of performance appraisal methods are as follows.
360 feed back
360 feedback methods can be described as top to bottom evaluation system (Martinez, 2001). This method allows evaluating employee performance in a holistic view from different dimensions. Feedback of employee can be collected from personnel such as supervisors, co-workers as well as customers (DeNisi and Kluger, 2000). Nowadays organizations aim to diminish the hierarchy of the organizational structure so that mangers can work closely with their subordinates which will help to evaluate the performance of the employee from different angles. 360 feedback methods allow all stake holders to voice out their concerns regarding the performance and quality of organization ( Rao, 2000). As stakeholders voice have been heard and takes into consideration they feel valued for taking their responsibilities efficiently (Armstrong,
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