I will try to reduce this practice by increasing the overall assessment process; first of all I will explain the purpose of the assessment to enhance the effectiveness and productivity of the organization, in particular for knowledge workers about their position in the organization and provide an opportunity to discuss the performance and employee performance standards with their managers on a regular basis. However, this performance evaluation process needs to move towards a better connected, and gives managers the freedom to reward exceptional behavior and also to choose a behavior that is not effective. vice president must also ensure that every manager trained in how to use the company 's performance assessment instruments, how to conduct interviews, and how to provide feedback between assessment. According to Berman, (2001), a performance appraisal system requires policies and procedures and should have the support of the entire workforce. Employees should be given an understanding of the policies and procedures of performance evaluation.
An effective appraisal may not only eliminate behavior and work-quality problems, but it also motivates an employee to contribute more to the organization. Performance appraisal can benefit organization effectiveness. There are various benefits of performance appraisal for example effective communication between the employees and employer. In any organization communication is taken as important part of employee motivation. So communication between management and employee function as guide on job performance.
It is very necessary as the employee’s reaction towards the performance appraisal will govern predominant performance of an organization. (Hartog et al., 2004). Employees can bring improvements in them when they are provided with a relentless and effective feedback. Performance management system also instills creativity among employees. When employees have the goals and a time limit to reach their goals, they think creatively to reach their goals in a shorter time span without compromising on quality.
1.3. Hypothesis on Performance Appraisal Identifying the proficient employees and presenting them rewards as a sign of motivation, in order to improve their performance are among the essential factors in performance appraisal (Loker, 1977). Kavussi (1999) believes that the appraisal system is a good instrument to improve the quality and quantity of the manpower's performance. Nowadays, performance appraisal is considered as an important aspect in human resources management and a part of the control process in administration Employee satisfaction is considered a key to organizational success. Khan (2007) defines employee satisfaction with job as how well ones personal expectations at work are in line with outcomes.
The main purpose of performance appraisal is to focus and motivate high performers. It is very important because it has a direct linear correlation between management behaviors and activities, employee engagement and business profitability. In short, if you want to increase next year’s organizational performance results, start with this year’s management behavior. The challenge is, it is very often seen as a process and it is a process in the fact that it is recurring. However, that devalues the key which is it’s fundamentally about the human interaction between the manager and the employee.
Performance appraisals can be important tools to give employees feedback and assist in their development. Yet feedback is only one reason why companies perform appraisals. In many companies, appraisals are used to administer rewards such as bonuses, annual pay raises, and promotions. When employees have goals, they tend to be more motivated if they also accept feedback about their progress. They may also be used to document termination of employees.
This process work best when both parties employees and supervisors work actively together to achieve the specific organizational goals. Performance appraisal will improve the work performance, communication expectations, determining employees’ potential and aiding employee counselling. This is because performance appraisal helps to achieve the main objectives of the department of the development of people by appraising the
Taking everything into account, every one of the difficulties explained prompts to subjectivity in appraisal process. Performance appraisal is being utilized as a part of numerous organizations today as a political instrument for propelling the course of favorites or for hindering and thwarting the advance of less favorite individuals who’s the appraiser would not even want to face. On the off chance that one is not prepared well in the process then there are high odds of partiality. Similarly, organizational culture relies upon personal relationships and compatibility then it prompts to nepotism. Likewise, if there is no evident set of working responsibilities and appraisal standards, then supervisors can utilize their carefulness to accord evaluations in view of individual judgements.
Activities that train workers serve as a support system of an organization so that the latter will have an effective performance appraisal. Through this, the performance of the workers is measured and that the same time, their efficacy improved. According to Duggan (2016), having an effective performance appraisal enables an organization to efficiently manage how decisions are made. Also, problems with regard performance are addressed, costly mistakes are reduced, and the strategic goals of the organization are achieved. In order to properly execute performance appraisals, it is important to base it on the goals of the organization (Lawer, Benson & McDermott, 2012).
CASE STUDY 7.1 THE POLITICS OF PERFORMANCES APPRAISAL 1. Based on your view of the objectives of performance evaluation, evaluate the perspectives about performances appraisal presented by the managers. Based on my view of the objectives of performance evaluation, the performance appraisal presented by managers is inexact. The long lasting anger of one worker while face to face with them until the evaluation of their work is nonsense because it will affect their evaluation and motivation to works. Easy get angry at one of get-together workers and still felt the anger when was filling out the appraisal forms.