The Purpose of Performance Appraisal within an Organization

Answer

The Purpose of Performance Appraisal within an Organization

Performance appraisal comprise of disciplinary reviews and job performance records and in some cases, employee development and coaching measures that help to evaluate the potentiality of an employee. A performance appraisal evaluates how effectively an employee undertakes assigned tasks and duties, as well as determining one’s capabilities in relevant soft skills like leadership and supervisory capabilities, conflict resolution as well as managing of workplace relationships (Deepa, Palaniswamy, & Kuppusamy, 2014). The essay seeks to discuss the purpose of performance appraisals within an organization and highlight how a HR manager can ensure the performance review process is a positive experience for employees.

Performance appraisal serves the purpose of measuring productivity, especially in the manufacturing industry where quantitative measurements are considered crucial for the success of an organization (Deepa, Palaniswamy, & Kuppusamy, 2014). It is far easier to understand the purpose of performance appraisal systems, for instance, especially after computerization of the different methods for employee job performance evaluation. In some firms, for instance, employers use performance appraisal systems in determining how to reward their employees, either with bonuses, wage or salary increases (Lee & Steeps, 2017). The management by objectives (MBOs) appraisal system is essential in determining bonuses or salary increases for managers. The ones who particularly complete their set goals within the period set for evaluation might be entitled to a raise, those who go beyond the initially agreed goals and show excellence at their jobs will be entitled to generous bonuses (Deepa, Palaniswamy & Kuppusamy, 2014).

Performance appraisal further determines whether an individual is in the right job or not. For instance, an employee who continually scores below expectations in performance is either a bad hire and in the wrong field. The process of assessing the current performance of an employee, interests and skills set shows if she/he is suited for a given position, especially if she excels in unquantifiable areas like showing effort in performing assigned duties or creating collaborative working relationships (Lee & Steeps, 2017). Therefore, the systems work to reduce workforce basing on performance regimes. It also serves several functions in the workforce planning function of human resources.

There are a number of strategies a HR manager can use to ensure the performance review process is a positive experience for employees. Setting work performance expectations and planning strategies of meeting the expectations goes a long way in monitoring employees’ performance regimes (Lee & Steeps, 2017). HR managers can as well offer rewards and praises to those showing good performance whereas addressing other issues of poor performance.  In addition, the appraisal can be done through meetings, team building sessions or during firm retreat sessions.

Offering frequent performance feedback can be employed in reinforcing positive behaviors and strong skill sets whereas showing effective opportunities with clearly defined improvement paths. Such a feedback cannot be put on hold until HR kicks off the review cycles for a particular year (Deepa, Palaniswamy, & Kuppusamy, 2014). Instead, it should be practiced in real time and further integrated into the culture of the firm. Timely performance feedback has been pointed as the most effective strategy of affirming employees and their work regimes while effectively shaping how they work and perform. Preemptive management and recognition is another applicable strategy. Here, employees are made aware of the level of performance expected of them hence limiting guesswork and consequences in workplace. Preemptive management and recognition puts all employees in the same footing, with a fair working base where everyone’s expectations are set and their expected goals properly known.

In conclusion, performance appraisal holds a big in the level of performance achieved in any organizations. They act as motivators to employees, especially when rewards are included in the scheme. Moreover, there is need for managers to adopt different strategies for purposes of ensuring the performance review process is a positive experience for all their employees.