Employee Performance Analysis to Make Appraisal Effective

Introduction

In the tight competition that is present in the fast-food industry, there is always a re-call on the organizations aims and goals. For most of the organizations, it is better to make a slow improvement than jump into the easy success which eventually follows with a drastic failure. In the international business, strategy can be the main theme of the business leaders and one of the various strategies is to make use of their people’s knowledge, skills, and potential. In this sense, conducting the performance appraisal among the people is an effective approach to increase the people’s capacity to work.

Background and Problem Statement

Empowering the people can be the basic rule in human resource department and the managers are focused on the strategies and policies on how to improve the employees. Organizations in various service and manufacturing industry are aware about the idea in the performance appraisal wherein there is an evaluation of skills and developing the areas that needs to be improved. Upon the implementation of performance appraisal, there are many recognizable benefits. However, it remains a question regarding the effectiveness of the appraisal system to improve the performance, most especially in KFC.

Research Objectives

The first objective of the study is to understand the various practices and procedures involved in KFC Corporation as well as the responsibilities of the people within the store. The second objective is to recognize the application of the performance appraisal in the workplace. And third is to measure the effectiveness of the appraisal system towards the overall effectiveness of the business in the competition.

Research Questions

The investigation regarding the performance appraisal that lies in the organization’s system starts through the inquiry. Therefore, there are several questions prepared that can help in achieving the organizations’ objectives.

1. What are the procedures in KFC employee performance appraisal?

2. What are the weak points in the appraisal that might threaten its effectiveness when applied in the objective of employee development or improvement?

3. What are the ideas that lie within the application of the performance appraisal?

4. What are the recognized benefits and drawbacks in the implementation of the appraisal system in the scope of work of the employees?

Literature Review

Probably, the main problem that KFC encountered in the era of globalization is how to maintain the market leadership in the global fast-food industry. Nowadays, there are many fast-food organizations such as McDonalds, Burger King, Wendy’s, and many more are in tough competition in the same industry. The main issue is the application of strategy in the international market. KFC already developed the various products through experimentation and researches and providing the excellent type of service. But the success in the service is considered as a short-term success in which the company is truly aware of. Therefore, the performance appraisal for every employee is implemented and is sought to assist the people towards the improvement. Appraisals are made to meet the needs of the employees towards improvement through assessing their past performances in the company (Price, 2007).

The main objective of the appraisal is to determine the employee’s potential, learning the training needs, and the appropriate procedures for the career planning. In addition, appraisal system may be used to determine whether the employees deserve to receive the reward or incentive for their performance (Kellaway, 2007). The aim for development cannot be ignored because it focuses on maintaining the high level work and the use of appropriate skills towards the excellent service and in achieving the organizational objectives (Rafferty, 2008). It is also believed that employees who encountered the appraisal schemes can experience an impact in their area of work as well as planning in their future careers (Parsa, 2004).

Methodology

The suggested method to be used is the use of the survey and interview. Firstly, the study should first search for the sample population that are all working within the parameters of the company. This is very important to understand the existence of the performance appraisal. The participants can be in the range of crews and managers which represents the appraisee and appraiser. The population data are gathered according to their age, gender, year in service, and position in the company. In the application of the survey, the participants will answer the set of questionnaires is a form of Likert Scale. Through the survey, the study can take a view on the impact of appraisal system in their working behavior. In the next phase of the method, there will be individuals coming from the diversified participants that will answer the follow-up interview. The purpose of interview is to measure the participants own idea of performance appraisal and recognizing the needs for improvement of the appraisal system if the participants are not satisfied regarding the outcome of the performance evaluation in their role within the company.

References:

Kellaway, J., (2007) “Initiatives Delivering Excellence and Safety Report”, Reward Scheme, Accessed 28 April 2010, from http://www.merseyfire.gov.uk/aspx/pages/fire_auth/pdf/CFO_91_07_appendix.pdf

Parsa, M., (2004) “Council Member Appraisal”, Management Board, Accessed 28 April 2010, from http://www.dorsetforyou.com/media/pdf/d/0/Cncl_-_14_Sept_04_-_Item_17.pdf

Price, C., (2007) “Staff Appraisal Scheme”, Human Resources Policy Statement, Accessed 28 April 2010, from http://www.mdx.ac.uk/Assets/staff_appraisal.pdf

Rafferty, J., (2008) “Performance Appraisal Scheme Guidance”, Accessed 28 April 2010, from http://www.scra.gov.uk/cms_resources/employee%20appraisal%20guidance%2007.pdf

Additional Work Cited:

Case Study: Kentucky Fried Chicken and the Global Fast-Food Industry, Accessed 28 April 2010, from http://www.scribd.com/doc/7400209/KFC-Case-Study#about