What is Performance Appraisal? & How should it work?
What you are about to read?
This article explores the areas related to the practices & procedures of Performance Appraisal followed by many corporate entities around the globe.While illustrating its importance to the organizations and its employees, this post itself exposes the common criticisms prevalent in the corporate sector regarding this measure. Moreover, this article brings out certain strategies to follow during the appraisal process for boosting this mechanism more efficient & effective; and the sole purpose of this work is to emphasize the way to the success by addressing and identifying the potential areas of weaknesses and threats to mitigate and avoid within the process, supported by the insights of certain experts on the subject.
What is a performance appraisal?
The term 'Performance Appraisal' refers to a review of performance of an employee within his/hers job role to determine the future of his/hers career. This activity is usually held as a casual meeting between a line manager and his subordinate to discuss about his/hers job role to share there ideas on his/hers career development. Furthermore, this strategy capable of enhancing the job satisfaction of the employee while helping to maintain a clear communication line between the two parties. In this scenario the discussion is based on the recent performances of the supposed employee,where he/she is provided with the information on where to improve and to keep up; and under this procedure the employee gains the knowledge and the practical support for their career path (www.brighthr.com).
The Performance Appraisals are conducted with a grading system subsequent an evaluation of the employees performances. The alleged system is practiced with a tool known as Key Performance Indicators (KPIs), through which the performance of the individuals could be defined. The grading is carried out under an assessment of each behavioral performances related to the work place culture & the disciplines. In addition, this grading determines the further progressions and development of the individuals within the organization ,where they become subjects for promotions & incentives (safetyculture.com). In practicing this particular method the organizations identify the potentials of each employees and the ways to utilize them to enhance their sustainability & productivity.
The Common Flaws & Criticisms
The criticisms are mostly raised under the various circumstances that individuals had to experience during this session. The major & obvious flaw is recognized to be appraiser bias, which is due to the common trait of human prejudices. Rather than making decisions based on the facts and logic, there could be chances for appraiser to make decisions on his/hers own biases; this decision either could be in favor of his/hers subordinate or against him/her. However, this flaw could be turned as a negative impact on someone's career as well as the image of the supposed organization.
The'Halo Effect' is the next symptom for the criticisms. In this scenario the appraiser takes employee's traits to make his/hers judgment. These traits could be personal traits , physical traits or a performance of the past etc. This action of bad judgment bears major setbacks upon the organization after losing an employee as valuable as an asset.
The next flaw the employees are forced to suffer is the 'Lack of Recognition', which refers to the fact that the appraiser addresses only the short comings & mistakes his /her subordinate had caused, rather than acknowledging his skills and productive performances. This may develop only a disappointment within the employee towards the employer completely losing the job satisfaction & barring the most essential expertise to come out. Moreover, this action eventually moves the office environment into a toxic work place culture tremendously impacting the productivity of the organization (www.naturalhr.com).
How Should it work?
In order to evaluate the quality of the performances of the employees within the work place,Geary Hansen the president of the Hansen University , brings out an efficient strategy to implement for employers for fruitful results. The suggested strategy works with a grading system for each traits of the employees ,which points out the areas for employees to improve and the areas to maintain without any flaws. The structure of the grading system is arrayed as to individually evaluate an employee's : Behaviors, Attitudes, Skills, Knowledge & Admin. This framework has been identified as BASKA, which helps to make comprehensive evaluation on the supposed employee,covering the all the areas related to the work place.
As to elaborate on the elements of the frame work, under the category of 'Behaviors' the employer could list anything that comes appropriate to the subject i.e. physical activities, routines and patterns of behaviors that are vital for the productivity of the organization etc; Regarding to Attitudes the employer could count on the employee's set of beliefs, mental attitudes they posses to attain the high degree of success; The employee's unique capabilities, competencies & techniques that he should keep practicing to enhance his career, have to be listed under Skills. These skills could be varied according to his/hers job role i.e communication skills, marketing skills, technical skills etc; Category dedicated to Knowledge is dealing with the knowledge and insights the employee should have regards to the industry, the products and services, operations & customers to be truly effective; The final element Admin, is about how the employee organize him/herself for a task, what kind of approach they make to do their job role & how efficient & effective they are for his/hers career & as well for the organization (Hansen University -Youtube 2018).
Closure
This article has brought considerable facts related to the employee appraisal activities practiced in the corporate world while pointing out the potential drawbacks on organizations due to certain flaws.Moreover, in order to minimize the issues that have the tendency to raise in the process, certain ideas have been conveyed as in the forms of facts and strategies. Therefore the introduced ideas & strategies could do a massive change on the efficiency of an organization, providing more results beyond expectations.
References
safetyculture.com :Understanding the Importance of Performance Appraisal. 2023
www.naturalhr.com :What are the common problems in performance appraisals?.2022
Hansen University -Youtube 2018: https://www.youtube.com/watch?v=ZaKjTClof84
It is very wise to study the skills and abilities impartially and give timely promotions and other bonuses to the deserving. This keeps the employee away from distrust and disloyalty towards the organization or service. This is a good program for organizational development. A good article explaining how to do this process following proper HR management.
ReplyDeletePerformance appraisal is a process for evaluating and documenting how well an employee is carrying out his or her job. It is part of a company's performance management system. Performance appraisals are based on the employee's progress against goals set once a year with his or her manager.
ReplyDeleteI appreciate you sharing your knowledge because it's crucial for businesses.
Providing appropriate opportunistic promotions and benefits directly affects employee motivation. It is important to confirm this in order to build a non-anxious employee
ReplyDeleteThe article is interesting since it examines employee rating tasks in the corporate sector, noting potential problems and presenting solutions to increase efficiency.
ReplyDeleteThe article highlights the grading system employed in Performance Appraisal, using Key Performance Indicators (KPIs) to assess employee performance. It emphasizes the role of this system in identifying potential, promoting development, and guiding promotions and incentives.
ReplyDeleteHowever, the article also addresses common criticisms and flaws associated with Performance Appraisal. It mentions issues like appraiser bias, the 'Halo Effect', and the 'Lack of Recognition', which can impact employee morale, satisfaction, and overall workplace culture.
This article has provided a wealth of information about employee assessment practices used in the business world while highlighting several shortcomings that could have negative effects on firms. Additionally, certain ideas have been presented as facts and techniques in order to minimize the problems that tend to arise during the process. The suggested concepts and tactics could thereby drastically alter an organization's effectiveness while producing results that go above and beyond expectations.
ReplyDeleteEmployee appraisal is done under two categories such as KPI review and competency review. SMART Goals are set at the beginning of the year and performance are reviewed quarterly. You have discussed the important of correct process of employee appraisal where everyone receive the accurate rating for promotion as well as salary increment.
ReplyDeletePerformance appraisal is a rigorous process that compares an organization's employees' performance to the intended management tasks. Frequent evaluations based on an appropriate procedure allow staff as well as management to rate both sides' achievements/progress with pre-determined tasks.
ReplyDeleteDuring my tenure, I have noticed many organisations using the grading system you have described here to evaluate their employees. The grading is usually done by the line manager, and it is solely based on the line manager's perception of the employee. As you can see this is a very biased process. A transparent grading system based on 360-degree feedback that can clearly show how the grading was determined in an unbiased manner must be a better performance appraisal tool in organisations.
ReplyDelete