PERFORMANCE APPRAISAL 1
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Performance appraisals are usually issued to gauge productivity andprovide feedback (Youssef-Morgan, 2015). Employees need to be trainedto fulfill their duties and obligations in an efficient manner. Mostorganizations are composed of different departments. Although eachsection may have unique objectives, the overall goal remainsunaltered. It is important for managers to coordinate the efforts ofall employees to fulfill certain expectations. Setting goals andstandards provides parameters for measurement (Youssef-Morgan, 2015).Workers may lose their motivation if their output is never graded. Hence, managers must conduct performance appraisals in an objectivemanner to avoid bias or favoritism. Current output must be comparedwith the expected level of productivity to identify potential areasof improvement (Youssef-Morgan, 2015). In this paper, I will arguethat performance appraisals are necessary since they contribute tothe achievement of organizational goals.
Performance appraisals enable an organization to monitor theproductivity of individual employees. In this regard, the company canmake objective evaluation of a person’s contributions during aparticular period. Performance appraisals lead to the development ofworkers in an organization (Shaharyar, Baloch, Tariq, Mushtaq, &Mushtaq, 2014). Hence, employees can determine the importance ofcultivating certain qualities and skills. Performance appraisals arefundamental in assessing whether objectives have been accomplished(Shaharyar et al., 2014). For example, an organization can evaluatewhether the manufacture of certain goods was completed on time.Furthermore, performance appraisals can highlight the positive andnegative aspects associated with productivity. Managers can helptheir employees to address their weaknesses while capitalizing ontheir strengths (Shaharyar et al., 2014). Performance appraisalsprovide crucial feedback that is used to achieve set goals.
Admittedly, there are various forms of bias within the appraisalsystem. For example, proximity bias causes managers to issue higherscores to items nearest to each other on an appraisal scale(Youssef-Morgan, 2015). The Halo effect manifests when managers judgethe performance of their workers based on one negative or positivefactor. Prejudice occurs when managers discriminate against anindividual on the basis of ethnicity. Moreover, unclear standards areused where performance is classified as excellent, fair, or gooddepending on a certain set of traits (Youssef-Morgan, 2015). Thelatter system lacks descriptive aspects that highlight importantfactorss. Harshness bias may lead employers to assign low ratings toa particular worker for the purpose of developing an image. Centraltendency shows when managers avoid extreme ratings of worker’sperformance (Youssef-Morgan, 2015). Consequently, potential forms ofbias can hamper the effectiveness of performance appraisals.
Notably, performance appraisals can contribute to the fulfillment ofstrategic objectives through several ways. Firstly, they can helpworkers to make progressive improvements in their productivity(Youssef-Morgan, 2015). Employees usually receive practical counselregarding their performance. Hence, they obtain sufficient motivationto fulfill their roles diligently. Performance appraisals enable theattainment of objectives by managing the output of individual workers(Youssef-Morgan, 2015). For example, such appraisals can identifygaps between expected performance and current performance. Anorganization can achieve its objectives by improving the productivityof its staff members. Employees need to receive commendation whenthey fulfill their responsibilities in a sufficient manner(Youssef-Morgan, 2015). Similarly, they require strong counsel whenthey make strategic errors. Consistent feedback helps workers toregulate their behavior within the organization.
Indeed, performance appraisals are critical since they enable a firmto attain its goals. They provide parameters for evaluating theperformance of individual employees. Performance appraisals can alsohelp the manager to identify weak areas that need improvement.Nevertheless, various biases can prevent managers from providingobjective assessments of their workers. Employers must continuallystrive to maintain objectivity when evaluating the performance oftheir staff members. Consequently, the organization can fulfill allits goals in a timely and efficient manner.
Shaharyar, M., Baloch, M. A., Tariq, M. A., Mushtaq, S., &Mushtaq, A. (2014). Impact of performance appraisal on employeeperformance. Journal of Resources Development and Management,3(22), 22-24.
Youssef-Morgan, C. (2015). Human resource management (2nded.). San Diego, CA: Bridgepoint Education.