Sample HR Management Essay on Performance Appraisal

Performance appraisal

Introduction

Every organization has strategic objectives to achieve at the end of the year or within a specified timeframe. However, these strategic objectives differ from one organization to the other. Despite this fact, every organization strives to improve the performance of its employees. Properly managed organizations use the performance appraisal to improve the performance of their employees. A performance appraisal is part of the management process that the management teams use to assess the performances of individual employees within a specified period (Williams, 2008). It evaluates both the strengths and weaknesses of employees as well as clarifies goals and expectations within an organization thereby enhancing employees’ performances.

Performance appraisal

To start with, effective performance appraisals help in managing employees. It indicates the employees’ progress in relation to the goals and expectations of the organizations. Once it identifies their progress, then it helps in identifying the possible measures to be taken to improve their performances. In this case, the performance appraisals may help in identifying the training and development needs among the employees (Hernandez, & O’Connor, 2010). Once it identifies the employees’ needs, then it informs the management teams what they should do to improve the employees’ performances. This happens because supervisors discuss with the employees the possible challenges they face at work as well as identify the possible solutions to those challenges. In this regard, an effective performance appraisal starts by clarifying its objective as exchanging ideas rather than condemning the employees. When it starts from this point, then it helps employees share ideas with the management team. It also helps employees open up to their supervisors. Once it does this, then it motivates employees to work hard and improve their performances. At the same time, it creates links between supervisors and other employees. This helps in closing the gaps that might exist between the two groups (Delpo, 2007). Consequently, provide channels for the management teams to clarify the goals and expectations of the organizations to the employees. In simple terms, the performance appraisals help in creating enabling environments for the management teams to interact with other employees thereby helping employees improve their performances.

Despite the benefits that come with this process, the process is usually an emotional one such that it affects the employees’ attitude towards themselves and organizations (Hernandez, & O’Connor, 2010). Consequently, if handled inappropriately, then it might affect the future of the employees in the organization as well as affect the relationship between employees and the management teams. However, if handled properly, it can improve employees’ performances. Some of the potential biases with the appraisal system include recency, personality conflict, horn effect, and contrast effect. Others include tendency error, opportunity bias, and political error. These biases affect employees’ performances rather than improving them (Jackson, 2012). Therefore, the management teams should avoid them.

The management teams can use the performance appraisals to achieve the strategic goals of the organizations. They can encourage employees to work hard through the performance appraisals as opposed to hurting them. By so doing, the management teams motivate employees to work hard in the future thereby helping in achieving the strategic objectives. At the same time, the performance appraisals can contribute to the achievement of the strategic objectives by increasing the rapport between the management team and employees. In this case, the appraisal process helps the top management teams close the gaps that exist between them and other employees. When this happens, the management team helps employees visualize how their performances contribute to the success of the organization thereby helping in achieving the strategic objectives (Delpo, 2007). Sometimes, employees do not visualize this and the management teams need to help them do it.

Conclusion

Indeed, the performance appraisals help the management teams clarify the goals and expectations of the organizations to the employees thereby helping employees improve their performances. At the same time, they help in identifying the possible barriers to employees’ performances and provide possible solutions. They as well help in achieving the strategic objectives of organizations

References

Delpo, A. (2007). The performance appraisal handbook: legal & practical rules for managers. Berkeley: Nolo.

Hernandez, S, & O’Connor, S. (2010). Strategic human resources management in health services organizations. Clifton Park, NY: Delmar Cengage Learning.

Jackson, E. (2012). Ten biggest mistakes bosses make in performance reviews. Viewed on March 29 2014 from http://www.forbes.com/sites/ericjackson/2012/01/09/ten-reasons-performance-reviews-are-done-terribly/

Williams, C. (2008). Effective management. Boulevard: Cengage Learning.