Performane Appraisal
INTRODUCTION
“There is a basic human tendency to make judgements about those one is working with, as well as about oneself” (Dulewicz, V. (1989)). In other words, there is a natural tendency between people to judge the work performance of others. Considering this, there is real necessity for a good structured performance system.
Brief History of Appraisal
Looking back at the origin of the performance appraisal, not further than 60 years ago, it came a long way. In its very beginning, it was tied closely with salary justification, in order to increase profitability of an employee. As a result, an employee would get an increase or decrease of its salary. In fact, the developmental opportunities of appraisal were not recognized at that time. Consequently, the focus was more on the amount of work done, than the real outcome. Not before the late 1950s (in the US), was performance appraisal acknowledged as an actual tool for motivating and developing the workers. Nowadays, we use various appraisal systems to recognise an employee’s skills, abilities, his or hers value to an organisation, as well as to evaluate and improve their performance.
Definition and Use of the Performance Appraisal
“Performance appraisal is the systematic description of an employees job relevant strengths and weaknesses.” (Professor of Management, Sir Wayne Cascio)
Performance appraisal is a method, which takes into the account the previous performing of a worker, in order to improve its future carrying out of the same. Basically, it is a part of a career development. The main goal is to identify employees’ goals and motivation in order to enhance their effectiveness and promote or demote them. What’s more, all this is done in a line with company’s long-term goals and desire to improve its productivity.
Key Ideas
In the beginning of my research I was doubtful about the neediness of performance appraisals. So, what changed my mind? People are different, the quality as well as quantity will always differ from one employee to another, preforming the same task. In a company employing thousands of workers it is impossible to keep track of everybody’s responsibilities. Essentially, it is impossible to be fair without some feedback.
The main purpose of this assignment will be to establish effective ways of conducting performance appraisal and avoid “traps” leading to false information, within organisations. The main focus will be on management and employees, as well as on the objectives of performing the appraisal.
Successful appraisal has to have carefully defined objectives