Performance Management and an Appraisal - Essay Example

Human Resource Performance management and appraisal are very familiar words of human resource management. This article s, that modern businesses are highly competitive in nature. Organizations are finding it very difficult to manage performances of employees. In this complex scenario, performance appraisal is very much important and critical tool for organizations around the world. Organizations are collection of individual workforces. It is very difficult for organizations to measure performance of each and every individual. Performance appraisal provides that facility to the management. With the help of the human resource management practice, HR mangers around the world measure performances of individual employees. It helps the organization to reach their goal. Human resource is the most important, valuable and complex resource to manage. Measuring their performances with the help of appraisal is also very difficult. Performance appraisal and performance management has very deep rooted relationship between them. According to the article, the term performance appraisal may be a modern terminology but the concept is very old. Over the years, this Human resource management practice has evolved a lot. Like many other human resource management practices this practice is not free from criticism. It is often being noticed that performance appraisal are not proper. There are certain intangible things related with performance which cannot be measured with performance appraisals. The authors state that sometimes performance appraisals are very orthodox. Performance appraisals can create unnecessary mental pressure in the mind of employees. Often performance appraisals are done by human beings. Often human beings are bias in nature. In spite of all these limitations performance appraisal is a very widely used HRM practice for performance management. The above mentioned article will contribute in measuring the performances presented by group members in case of group presentations. Performance management is all about identifying different dimensions related with employee performance. All these dimensions are scrutinized very strictly. It is a very important practice of human resource manager. According to this article, every organization wants good performances from their employees. Here comes the important of performance management. There are many tools for managing performances. The article discusses that performance appraisal is a very competent performance management tool. Modern day business is full of cut throat competitions. In this highly competitive business environment sustainability is a serious challenge for all organizations. Performance management with the help of performance appraisal can provide competitive advantages to global organizations. Different organizations around the world conduct performance appraisal on the basis of KPA i.e. Key Performance Areas. There are some predefined criterions fixed by management on the basis of which performance appraisals are being done. Results of performance appraisal are very important for employees. Good results in performance appraisal motivate employees greatly in their future endeavors. Organization’s performance is highly dependent on individual performances. It is a very important factor for human resource managers. It is very clear that performance management and appraisals are mutually exclusive and very suitably compatible with each other. Appraisal systems may vary from one company to another. But basic objectives are to manage employee performances. This is a very widely used human resource management practice. Performance appraisals can affect performances of employees in both negative and positive ways. It is not at all an unmixed blessing for human resource managers. This resource will help to scrutinize the performances of the employees and follow appropriate performance appraisal method. It is being noticed that most of the managers are not very well prepared for managing performances in their organizations. There is nothing to do with competencies of managers. It is the scarcities of training provided to mangers are responsible for these kinds of performance mismanagements. According to this article, business priorities are changing very fast. Performance appraisal is the most important part of performance management. It helps the organization and employees to learn from their past experiences and it also helps organizations to prepare for uncertain future. Performance appraisal is all about manger’s feedback on the basis of employee performances. It helps both organizations and employees. Organizations can differentiate among performing and non performing employees. On the other hand, individual employees can identify their strengths and weaknesses and can work upon those weaknesses. The author of this article states that there is a two way communication where mangers will share their observations and employees will share their concerns open heartedly. Often appraisal dialogues are not proper. Sometimes these dialogues are very counterproductive when managers are continuously showing their frustrations towards employee and employee is giving different excuses to manage the situation. These situations can be very worse. Even people leave organizations for improper performance appraisal dialogues. Situations are improving. Over the years different large and medium level organizations are conducting this practice properly. Recently organizations are focusing very hard towards this practice. Companies are providing trainings to human resource managers for conducting performance appraisals and for receiving of feedbacks. Employees are also changing their mind sets towards this practice. The article will help to review the appraisal trends and involve a fair appraisal method. In 2008 global economy faced serious financial crisis. The financial meltdown has badly affected western countries. In comparison to western developed countries emerging economies are performing very well. These economies have weathered the storm of global financial meltdown pretty well. Within the crisis period human resource managers around the world faced very serious problems regarding their performance management. The video discussed in this part of the paper reflects the fact that managers have struggled a lot in terms managing two demographics of employee such as experienced employee and young highly enthusiastic, ambitious employee. HR mangers were struggling to combine them into a common practice. The period has witnessed significant changes in human resource practices. Performance management has become more and more complex in nature. Organizations across the world are coming up with different innovation in terms of their performance management and appraisals. Organizations are focusing very hard towards performance management of their workforces. Performance appraisal is one of the most popular tools globally recognized by different managements. Performance management and appraisal has become very important for retaining performing employees. It has helped to identify non performing employees also. After the global financial crisis organizations have become more performance oriented. Here comes the increased scope of performance management and appraisal. Recent global developments have forced different organizations to redesign their performance management systems. Performances of organizations are highly dependent on individual performances. To maintain organizational performances human resource managers are coming up with different appraisal systems. With the help of this practice organizations can control performances of employee up to certain limits. Read More