Managing Human Resources: Performance Appraisal - Essay Example

Therefore it is decided by the management to use the effective method of appraising managers against verifiable objectives. This approach is operational, related to the manager's job, and relatively objective. Still, a person may perform well (or badly) because of luck or factors beyond his or her control therefore; the management-by-objectives approach should be supplemented by appraisal of managers as managers, that is, appraisal of how well they perform their key managerial activities. The reviews will be undertaken on the basis of continuous monitoring.

In the given suggested appraisal program, key managerial activities should be presented as checklist questions and grouped under the categories of planning, organising, staffing, leading, and controlling. Strategic choices require trade-offs. Some alternatives involve high risks, others low risks. Some choices demand action now other choices can wit. Rational and systematic analysis is just one step in the strategic planning process, for a choice also involves personal preferences, personal ambitions, and personal values.

The organisational strategy has to be supported by short-term objectives and action plans, which can be a part of the performance appraisal process. The short-term objective of the organisation is to increase the customer satisfaction, which will lead to increased market share in future. Objectives often must be supported by action plans. The achievement of the above stated goal will involve effective completion of the different tasks by different departments. All the managers of related department are required to prepare a schedule for achieving short-term goals, doing the homework, and obtaining the support of the team members.

It is obvious that the long-term strategic organisational plans need to be supported by short-term objectives and action plans.Development of Contingency Plans:Organisational plans are developed in an environment of uncertainty, and the future cannot be predicted with great accuracy. Therefore, contingency plans based on alternative assumptions should be prepared. Implementation of the Action Plan:Strategic organisational planning requires the performance appraisal. At that time, the person's growth and development should be discussed.

Organisational goals and personal ambitions should be considered in selecting and promoting and in designing training and development programs. The following action plan is suggested in order to undertake the organisation wide task of performance appraisal. The managers of the related departments will be responsible to undertake the following steps. (Koontz & Weihrich, 1994)1. Use rating scales that have few rating categories. It is difficult to differentiate the middle range of performers (approximately 67%), whereas it is relatively easy to rate the 10 to 20% at each end.

Therefore, scales should be limited to between 3 and 5.2. Work team or group evaluations should be undertaken with equal emphasis to individual-focused evaluations. The increased interdependence of tasks associated with TQM in the workplace dictates that team performance be utilised. This action will encourage team