Performance Appraisal - Essay Example

Performance Appraisal Performance Appraisal This paper seeks to study various aspects of performance appraisal. Areas focused on include advantages of performance appraisal, examples of biases within the appraisal system, and ways through which appraisals contribute to the achievement of strategic objectives. Performance appraisals are vital tools in any organization. When used properly, appraisals help in identifying and correcting mistakes, encouraging superb performances by employees, and achieving the organization’s objectives.

The ultimate goal of appraisal systems is to ensure that organizations achieve their objectives. Therefore, the value of performance appraisals should not be underestimated by any organization.Performance appraisal is a system that evaluates job performances over a given period. It is simply an annual report on the performance of employees. Performance appraisal processes differ depending on organization, but they all serve the same purpose, which is to evaluate employees. Well-structured appraisals have numerous benefits to the organization.

The main benefit of performance appraisal is to offer motivation to employees. Motivation adds energy to employees, making them remain focused to organizational goals and objectives. Achieving employee motivation through appraisals occurs through several ways (Arthur, 2008).Appraisals serve as strong indicators of the need to improve on job performance. Without the knowledge on how one is performing on the job, an employee lacks the motivation to make improvements. Recognizing employee performance improves their psychological wellbeing.

The important issue about performance appraisals is that they make employees feel valued by the organization. The message passed over to employees by their managers motivates the employees regardless of being a positive or negative message. Through performance appraisals, employees realize the need for personal development, growth and learning. Employees focused on taking their careers to higher levels use appraisals to advance their careers (Arthur, 2008).In cases where appraisals reveal that employees are sleeping on their jobs, a wake up signal is passed over to employees, and they realize the need to refocus and reenergize.

Appraisals further increase job satisfaction in situations where employees get positive recommendations from their managers.Organizations have strategic plans, which need to be met within a stipulated period. Effective appraisals are fundamental tools, which enable an organization to meet its strategic goals. With such appraisals in place, the organization’s strategic plan is communicated effectively, there is an increase in the overall performance, and clear definitions of roles exist. In addition to these benefits, an organization is always in a position to introduce new programs and policies, as well as planning for the future (Arthur, 2008).

Performance appraisals are prone to biases when judging employees. The most common is personal biases, which are influenced by personal feelings a manager has for a certain employee. Other biases arise as a result of managers rating employees based on recent behaviors rather than dwelling on commonly demonstrated behaviors. Biases can also be influenced by past ratings where by managers rate employees based on their past performance (Arthur, 2008).In conclusion, it is evident that performance appraisals are vital tools in any organization.

Therefore, it is the responsibility of persons in managerial positions to come up with effective appraisal systems. Communication within an organization is highly crucial in achieving desired employee performance targets. Managers should inform their subordinates the performance targets, roles of each employee, performance standards, and tools required to accomplish their duties. Finally, performance appraisals should be a true reflection of an employee rather than a wrong judgment of an employee.

ReferencesArthur, D. (2008). Performance Appraisals: Strategies for Success. New York: AMACOM Div American Mgmt Assn.