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managerial implication of performance appraisal
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managerial implication of performance appraisal
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Human Resource Management (HRM) is in continuous endeavor to promote activities engaging managers to attract and retain employees, ensuring their high performance level contributing to the accomplishment of organizational goals. The HRM activities of recruitment and selection, training and development, performance appraisal and feedback, pay and benefits, and labor relations must be consisted in a structure of a human resource management that is free of errors and defects as much as possible. HR professionals essentially manage the critical performance assessment or appraisal of the members of an organization and in order to effectively and efficiently facilitate such process HR must be clear and transparent with all employees on the concept of performance appraisal and its objectives. People are part of a company's most valuable assets requiring a major responsibility of managing for the employees’ improvement and updating their knowledge and skills, thus a considerable appreciation of assets. Performance appraisal is a tool and technique of organizational development and growth a...
Human resource management (HRM), historically known as personnel management, deals with formal system for managing people at work and is one of the fundamental aspects of organizational and managerial life. According to Nankervis, Compton, Baird, & Coffey (2011), HRM is simply defined as convergence of three factors that consist of human beings, resources and management where human being have actual and potential resources (knowledge, skills and capabilities) that can be harnessed through effective management techniques to achieve short and long organizational goals as well as personal needs. The purpose of HRM is to improve productive contribution of people to organization in ways that are strategically, ethically, and socially
Performance appraisal in most organizations is perceived as a critical human resource management function. It is believed that a well-designed and implemented performance appraisal system can offer the employee, the supervisor, and the organization several benefits, such as providing supervisors a useful communication instrument for the employee goal setting and performance planning, increasing employee
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
Human resource management refers to the processes and practices of handling and managing people i.e. the human resource within the organization usually by the management personnel so that the organization may be able to meets its set objectives.. Human Resource management (HRM) is therefore a system that not only focuses on management of human resource but also on the development of human resource. Organizational performance involves the comparison of an organization actual results against its set objectives, goals, targets, mission and vision in regards to its financial performance, shareholder value and lastly on it market performance. (Richard et al 2009). HRM greatly influences the organizational
In every business organization, employees have to play a vital role in determining its survival. (Rusli Ahmad, 2007 cited by Ahmad & Bujang, 2013)The employees are the most important assets for organization. Therefore, most of the organizations are comprehensive using performance appraisal to review and evaluation the performance of employees. According to Swanepoel et al. (2000), performance appraisal is a formal systematic process of identifying, observing, measuring, recording and developing the job-relevant strengths and weaknesses of employees. (Cited by Esfahani and Abzari et al, 2014) Performance appraisal is a results of employees in how well they performing within the organization. For example, they have joining and success in certain project of organization. Performance appraisal also is a process within the overall performance management process. (Dowling & et al, 1999, cited by Jafari, Bourouni & et al, 2009) The performance management process is including organizational objectives, day to day performance, professional development, rewards and incentives.
Numerous definitions as been given to performance appraisal by numerous scholars, researchers and practitioners. According to Flippo (1984), "performance appraisal is the systematic, periodic and an impartial rating of an employee’s excellence in the matters pertaining to hi...
Performance appraisal is a process of obtaining, analyzing and recording information about the relative worth of an employee. It is a systematic periodic and an impartial rating of an employee’s excellence in matters pertaining to his present job and his potential for a better job. A good appraisal system provides right feedback about the quality of performanc...
This paper will describe how an effective performance appraisal can increase employee performance. Effective performance appraisals can benefit an organization by allowing Human Resources to monitor the company objectives and that they are being met. Performance appraisals benefit the employees by allowing them to evaluate their own progress as they strive to be successful. This paper will include sections on the strategic advantages of performance appraisals, potential forms of bias within the appraisal system, as well as how performance appraisals can contribute to the achievement of strategic objectives. Employees and the company benefit because it allows employees to monitor their progress as they strive to improve and the company can monitor
Performance appraisal is a method to evaluate the job performance of an employee. The overall objective of performance appraisals is to measure and develop the performance of employees and enhance their future potential and significance to the company. The process should comprise a minimum of four elements: initial goal setting, monitoring and data availability, continuous feedback, and annual assessment. The initial goal setting explains how all employees should have goals. The performance appraisal process is commonly used to make sure that every member of the organization sets and achieves effective goals. The performance appraisal procedure allows the organization to give a clear-cut understanding of the performance expectations to every
3. How does performance appraisal influence employee morale, and how does it impact the company’s profits?
Strategic human resource management incorporates providing ways to help all employees grow for both themselves and the company. One way management helps individuals succeed is through conducting performance appraisals. A performance appraisal is used to evaluate an employee, by the form of communication, on how he or she is performing their job and establishing a plan for improvement. Performance appraisals are used for many reasons, but the main goal should be to promote a healthy change in an employee’s behavior and performance. Increasing an employee’s personal growth benefits both the individual and the organization. Other uses of performance evaluations are for promotions, pay increases, and personal goal achievements. A meaningful performance
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
Performance appraisal is the method of evaluating the behavior of the employees in a workplace, normally included both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishments of the tasks that make up an individual’s job. Performance is measured in terms of the results. Thus, performance appraisal is the process of assessing the performance or progress of the employees, or a group of employees on the given job, as well as his potential for organization to evaluate contribution, personality and potential of individual employees. In other words, performance appraisal includes the comparison of performance scales of different individuals holding similar areas of work responsibilities and relate to determination of worth of the scales for the achievement of the organizational objective.
Performance appraisal is act as a tool to assist in the employees’ behavior reinforcement. A performance appraisal activity was carried out in the Cavendish Hotel. It is a formal conversation between the appraiser and appraisee – the divisional manager and the front office manager. Hutchinson (2013, p.119) explains that performance appraisal is dynamic process that requires appraiser to observe and review appraisee past actions; to pose judgement on the appraisee performance; to provide feedback and design adequate training to develop employees’ skills and strengths. The purpose of performance appraisal is to manage the employees’ performance in order to achieve high levels of organizational performance.
The manager communicates with the members of staff individually on a regular basis providing all the necessary information about the employee’s overall performance as it relates to their roles in the workplace. This performance appraisal is beneficial to employees as it allows them to create an outline for their goals with the greatest effort it should not be used to lower the employee’s level of motivation but seek to increase it.