Human Resource Management Performance Appraisal - 949 Words

Introduction Performance appraisal is defined by Mathias, Jackson (2005, p106) as ‘the process of evaluating how well employees perform their jobs as compared to a set of standards, and then communicating that information to those employees.’ This evaluation or review is usually carried out periodically. A performance appraisal usually forms an integral part of an organization’s Performance Management System, and although there are criticisms against performance appraisals, its many advantages heavily outweigh their shortcomings. To understand difficulties faced by supervisors, it is necessary to first understand why supervisors want to carry out appraisals. The reasons mentioned by C.H. Tan, Torrington (2004, p228) are as follows:†¦show more content†¦Leniency errors happens when the appraiser tends to only rate on the higher end of the grade, while strictness errors occurs when the appraiser tends to rate more strictly, and rate the appraisees at the lower end of the scale. This would cause unfairness in an organization with many appraisers, and each appraiser having to appraise separate groups of staff under them. 7. Lastly, appraisees may be doing similar jobs, but may be doing it at different times, and at different situations, and appraisers may not be able to judge them fairly. Another difficulty faced by appraisers includes the large amount of administrative paperwork required before and after the appraisal is carried out. This may lead to appraisers feeling very demoralized, and may hinder them from carrying out a proper and fair appraisal. Also, an appraisal is often seen as a serious and formal affair, and could lead to uneasiness between the appraiser and their staff. This could result in a strained working relationship. This is more evident if the staff has greater working experience in the organization, but is of a lower rank. This may not cause a problem during the initial work appraisals, but could surface in subsequent work appraisals. Performance appraisals may also be seen only as a formality, and the issues discussed and planning made may not be actually carried out by either the appraiser or appraisee, or even both. Both parties may lose confidence inShow MoreRelatedSupervisors: Human Resource Management and Performance Appraisals900 Words   |  4 PagesIntroduction Performance appraisals benefit the company in a variety of ways. On the flip side, they can also create difficulties if they aren’t completed correctly. Many problems within the company can arise when supervisors haven’t been properly trained on appraisals. On a bigger note, companies can also be placed in legal trouble if appraisals are done incorrectly. To avoid these issues, the Human Resource Department needs implement training to the supervisors who conduct performance appraisals. Problems Read MoreHuman Resource Management - Critical Analysis of a Current Hrm Issue - Employees Perception of Fairness of Performance Appraisal Systems1784 Words   |  8 PagesHuman resource management Individual Minor Paper (Critical analysis of a current HRM issue) Introduction This thesis aims to identify how employees’ perceived justice (or fairness) of performance appraisals influence their effectiveness and usefulness for an organization’s performance management system by critically evaluating the existing knowledge of appraisal provided by researchers. It contains an analysis of similarities and differences in the points of view presented by researchers and anRead MorePerformance Appraisal1514 Words   |  7 Pagesthe most important resource in any organisation. As a matter of fact, organisations would not exist without human resources. However, it is important to recognise that people have different abilities and hence their contributions to the success of an organisation vary. 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