Performance Appraisal in an organization and the HRM Role

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Staff are accountable to the productivity of the organization through their productive scope of work

Corporate companies focus on providing special benefits and appreciations to employees who perform well in the annual or semi-annual appraisals. Despite the relevance of performance ratings within the domain of human resource management, both academics and practitioners have always had a somewhat uneasy relationship with them. Some academics question whether performance appraisals provide meaningful information, whereas others have even suggested that undertaking such reviews should be discontinued entirely. (Hoffman et al 2012)

Performance appraisals are done in aim of acknowledging good performance, Evaluate the performance of employees, improve employee performance, Encourage staff development and inform that employees are accountable for their quality of work. (Nor, 2018)

The appraiser should be adhering to few key steps when evaluating a person, Starting off with setting the performance standards and communicating the same to the relevant employees. And then measuring their actual performance against the performance standards communicated to them. And finally providing the proper feedback along with corrective actions.

In order to access the performance of the employees and also to increase the productivity of the organizations, several tasks and targets are allocated to staff members in the terms of Key Performance Indicators (KPI)

KPIs

Key Performance Indicators is a procedure on evaluating the organization’s progress and also the employee’s productivity. Most of the companies design the employees KPI in a way that it would be very hard for the employee to achieve all allocated indicators.

KPI should be designed in a way that it would motivate the staff members to work towards it in a self motivated culture. And the evaluation process is something which should be discussed deeply by any organization. Even if the employee had performed well or not, each individual should get the opportunity to discuss with their line managers on how they performed and what are the areas they feel which they are marked unfairly.

The productivity of any organization is depended  on the performance of the employees which should always be accessed in a way that it would be beneficial to the organization and as well as the employees

 References

Hoffman, B., Gorman, A., Blair, C., Meriac, J., Overstreet, B. and Atchley, K. (2012) Evidence for the effectiveness of an alternative multisource performance rating methodology. Personnel Psychology. Vol 65. pp531–63

Nor, A. I., 2018. Performance Appraisal Policy (Theory and Practice). International journal of Scientific and Research Publications , 8(9), p. 8.

 

Comments

  1. AjmalMay 8, 2022 at 11:52 PM

    In HRM, performance appraisal is the process of determining an employee's worth and contribution to the job. Obtaining an objective assessment of an employee's performance will assist a company in identifying any current workplace issues. This will assist the HR department in rapidly and easily resolving those issues. An interesting topic to discuss

    ReplyDelete
  2. FuardMBA24May 8, 2022 at 11:53 PM

    performance appraisal must be done in every organization. this will leads to increased performance of employee - you have explained well Al the best

    ReplyDelete
  3. Farzan SalaamMay 9, 2022 at 12:06 AM

    Performance appraisals assist employees advance in their careers, especially if they wish to eventually advance to a higher role with the firm. It also helps individuals understand what their daily job obligations are and what their management expects from them.so it should be followed periodically.

    ReplyDelete

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