A 360-degree performance appraisal takes into consideration the views of all the other individuals who enter any form of interaction with the members of the college i.e. the employees or the faculty members. …
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A 360-degree performance appraisal takes into consideration the views of all the other individuals who enter any form of interaction with the members of the college i.e. the employees or the faculty members. Therefore this form of appraisal will consist of a number of perspectives about the members of this organization.The selection of a performance appraisal system will be influenced by the type of organization that it will be used for. For a college the requirement is for a comprehensive evaluation system. However, the management may have preference for a certain appraisal system over the new one and this could be an issue. Furthermore, if the members believe that a particular type of appraisal system will affect them positively whereas the new system may incorporate many different dimensions that may bring their weaknesses to the forefront, they may resist to the selection of a new appraisal system. Therefore there are a number of issues that affect the selection process.In order to design an effective appraisal system, it is important to consider a number of issues that may have an impact on the appraisal system. The management must make sure that the new system provides some quantitative measure of the employee's performance to facilitate the process of evaluation (Robbins & Judge, 2004).First of all the human resource manager must decide on the criterion to be used for the appraisal mechanism. The ideal criteria would be the ability to deliver, to communicate effectively, quality of work, the ability to plan and set goals, to motivate, to lead and to complete the assigned tasks on time.
Performance appraisals help organizations clarify expectations that it may have from the employees and build trust. Since it allows an organization to evaluate each employee's contribution to the organization, it also helps in determining each employee's strengths and weaknesses. The management can then assign tasks to employees based on their individual skills. Not only will this lead to better results but it will also lead to employee satisfaction because they will be doing what they are best at and enjoy the most (Daft, 2001).
Also, it aids the organization in determining which employees are outstanding performers and hence it ties rewards, bonuses and other benefits with the employee performance and appraisal. Moreover, the appraisal mechanism allows the management to determine the level of satisfaction of employees. Through feedback after the appraisal, management can determine the problems faced by the employees and their view and attitude towards the organization and work. This way the management will be able to adjust its policies to suit most of its employees.
However one issue of concern is the rater biasness in performance appraisals. Since the evaluators are humans, it is possible and generally does happen that their appraisals of certain employee may be biased either in his favor or against him. This hinders the process of an objective assessment of the employee's work. Rater bias maybe the result of good personal relations with a particular employee, a positive inclination towards that employee for some reason or the pressure of upper management or some other individual of higher authority in the company to rate that person high. All these issues lead to rater bias which greatly dilutes the importance and effectiveness of the appraisal system.
Once the appraisal method has been adopted and the appraisal has been performed, a feedback session needs to be held to make the employees aware of their workings.
The feedback session should include a number of topics that need to be discussed with the employee. This session provides the employee with management's perspective on his work and performance. First the session should focus on explaining the employee the purpose and methodology
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This report provides an evaluation of the purpose of performance management systems and its relationship to obtaining the objectives of the business organization. In this regard, this report evaluates three major components of performance management systems. The idea is to set out a conceptual framework for analyzing the connection between performance management and reward system.
They will also have the responsibility to assure that the firm is hiring highly qualified workers and assessing potential candidates. Once the worker becomes a part of the organisation, the HR manager is tasked with monitoring and correcting any performance problems, training employees, and implementing the benefits and reward packages offered by the firm.
This new level of demand has caused businesses to implement a department whose sole responsibility was to originally act as a portal between management and employees; keeping an objective point of view while trying to balance the needs of the company with the demands of the employees.
(Williams, 1999) Instantaneous response is the most successful style of evaluating performance through counseling. Employee feedback must occur on a daily basis and be incorporated with counseling as fraction of the training and development agenda. The daily feedback on how to enhance performance is vital to obtain instant behavior enhancement.
"The challenge facing Eric Perbos-Brinck of orienting his diverse employees to his company and to the French culture reflects only a small aspect of the human resource management (HRM) challenges facing today's managers. If an organization doesn't take its HRM responsibilities seriously, work performance and goal accomplishment may suffer.
But performance discussions and salary actions will be dealt with at separate meetings.
Appraisal will measure performance in achieving goals and plans and performance as a manager, that is, how well a person carries out key managerial activities. Traditional appraisal methods that attempt to measure personality traits have serious limitations.
Interpersonal relationships between manager and subordinate, within the workplace, can become largely negative or psychologically positive, based on the methods with which the manager communicates performance issues to the employee.
The selection of a performance appraisal system will be influenced by the type of organization that it will be used for. For a college the requirement is for a comprehensive evaluation system. However, the management may have preference