Performance Appraisal
Performance Appraisals as a Function of Human Resource and Management
The human resource department plays a significant role in the designing and implementation process of a performance appraisal. The primary responsibility of any HR team is to ensure that the entire appraisal process is as simple as possible. The HR team needs to know every employee’s specific duties for them to come up with a system that can rate the overall achievements of the organization concerning an individual’s contributions. Moreover, the HR department needs to take all the employees through proper appraisal training. As a result, the employees will understand that the appraisals are not only meant to help them design available work-related goals. Additionally, the HR team should join hands with the reviewing authorities in making sure that appraisals are done in time, and only the deserving staff reaps the benefits. Lastly, all HR professionals should ensure that each employee is contented with the entire appraisal process.
The Basic Components of an Effective Performance Appraisal
Communication and training are fundamental elements of almost all human resource activities. However, they are very vital in the designing and implementation of an appraisal program to be deemed valid. The major components of an effective performance appraisal program include a transparent appraisal process and an action plan. Also, the standards of a good appraisal program should be objective and should be equally applied. In a successful organization, the appraisal should encourage the employees to give out their feedback on their performance and that of the organization. Additionally, it should draw job expectations as well as come up with performance-based rewards. Notably, a good performance appraisal program can improve job satisfaction, lead to better productivity, and enhance employee morale. Therefore, designing and implementing a performance appraisal program that satisfies both the employer and employee needs affects the entire business’s success.
Performance Appraisals contribution to Organizational Goals and Objectives
Since their inception, performance appraisals have been known to help employees and organizations by specifying goals and expectations. Also, assessments help a lot in the creation of a platform that advocates for open communication in an organization. Effective performance appraisals produce positive feedback and offer advice for improvement. Besides, they assist managers and employees in singling out strengths and weaknesses in an employee’s performance. Moreover, these appraisals establish a link between a particular employee’s expectations and the entire organization’s success. In the end, effective performance appraisals improve the employer-employee relationship through enhanced job satisfaction and increase the employee’s feelings of loyalty towards the company.
Advantages of Performance Appraisals
Performance appraisals are a crucial part of the human resource contribution to the entire organization. A proper assessment minimizes behavior and work-quality problems. It also motivates employees to give out more. In a training where the appraisal is used as a chance explain the methodology on which performance is judged, an employee takes home an improved understanding of how to perform his job better. Moreover, involving an employee in the designing and implementation of a performance appraisal makes the employee feel pleased and valued. As a result, the employee’s job effectiveness is greatly enhanced. Lastly, it helps an organization possessing detailed information on employee performance, fill open positions with the available staff strength.
Forms of discrimination based on labor laws and regulations associated with performance appraisal
Labor and employment laws do not make performance appraisals a mandatory requirement. Also, they do not allow discriminatory employment actions based on non-related factors. When an organization comes up with an evaluation process or a performance management program for conducting performance appraisals, it should train its workforce on the importance of job evaluation. Among the fundamentals of excellent performance, the examination is a a consistent application, unbiased assessment, and timeliness. Ensuring that performance appraisals are conducted fairly and properly is more of a battle regarding their legal aspects. Lack of continuous training is among the employer’s mistakes in while implementing an appraisal program. Lastly, an employee can raise a legal issue associated with biasness if the employer conducts performance appraisals to a certain group of employees in a different manner from the way it was conducted to him or her.