Appraisals and Performance Management
Relationship of Appraisals and Performance Management
Discuss the role and importance of the appraisal process as a component of performance management.
The appraisal process is a vital element of all successful organizations. The process helps in boosting the overall performance of an organization mainly by increasing employee productivity, which helps in accomplishing an organization’s strategic objectives. Performance appraisals provide comprehensive information on the performance of each employee. This information aids in the creation of workforce development practices, which help in ensuring the employee’s developmental needs are covered. Employee development aids in making sure that employee skills are always properly aligned with the organizational goals for better performance (Toppo & Prusty, 2012). Performance appraisals form a basis for employee recognition and rewarding. Employee rewarding and recognition are essential in maintaining high motivation levels among the employees and modifying employee behavior. Highly motivated employees tend to be more productive. An effective reward and recognition system also acts as a basis for developing an effective work behavior as employees always anticipate something at the end of an appraisal cycle. Lastly, Performance appraisals provide the management with relevant data to be used in the future in determining compensation and the allocation of job assignments (Toppo & Prusty, 2012). They offer clarity on the effectiveness of certain employees in various fields and the basis of compensation, mostly depending on the level of productivity.
Summarize 3 types of employee appraisal processes.
The standard rating scale: This appraisal process scores various behaviors, traits, and goals on a rating scale (Toppo & Prusty, 2012). The process uses similar rating standards for all employees. This rating provides insights into the performance of individual employees, which makes it possible to compare different team members. The rating scale may either be numerical or simply rate the target components as excellent, standard, poor or unacceptable, and acceptable.
Self-assessment appraisal: In the self-assessment appraisal process, individual employees are allowed to give insights about their own performance (Toppo & Prusty, 2012). This process is only appropriate in cases where employees do not hold the notion of only rating themselves highly. It is based on the supposition that employees understand the points they excel most in and the aspects that they are really struggling in.
360-degree feedback: This type of appraisal takes into account the feedback of the various parties that the employee works with. The method considers the performance reviews made by the employee’s teammates, subordinates, managers, supervisors, and also clients.
Of those 3, choose your preferred process and justify your choice.
Of the three appraisal processes discussed above, I would prefer the 360-degree feedback process. This process presents increased objectivity as performance information is drawn from diverse sources (Sharma, 2017). The process adopts a holistic view of the employee both in terms of performance and behavior. A 360-degree feedback review is vital in determining employee promotion.
How might metrics be utilized to sustain effective individual performance?
Metrics are vital organizational tools that can be used in establishing and maintaining effective individual performance. To achieve this, the results of the metrics measurement must be implemented in the right manner. For effective implementation of metrics, the organization must first define the metrics clearly. The set targets must be achievable to avoid the possibility of the employees feeling defeated before beginning (Longenecker & Fink, 2017). Secondly, the approval of the senior management should be sought as successful implementation can only be achieved with their support (Longenecker & Fink, 2017). Thirdly, the organization should identify the strategies that will be used to collect the required data. This helps in ensuring that the necessary infrastructure for the metrics is available before measuring. Fourthly, the organization should engage in the actual measurement of the metrics and then share results. Sharing the results to all the concerned parties helps in identifying the problems and strengths, which largely informs the implementation of the metrics. This process provides ample time and environment for the realization of the needs of each individual employee and putting up strategies for meeting them.
References
Longenecker, C., & Fink, L. (2017). Lessons for improving your formal performance appraisal process. Strategic HR Review, 16(1), 32-38.
Sharma, A. (2017). HR analytics and performance appraisal system: A conceptual framework for employee performance improvement. Management Research Review, 40(6), 684-697.
Toppo, L., & Prusty, T. (2012). From Performance Appraisal to Performance Management. Journal of Business and Management, 3(5), 1-6.