Introduction
In the tight competition in every organization, the employees play a special role in which the management needs to ensure. To be productive and earn more profit for the organization are just only few responsibilities that the employees should comply. In this case, the organizations emphasized the appraisal for their employee to monitor and attend the training and developmental needs. This very same idea in fueled by the assumption that the employees should reach their full potential and perform well in order to satisfy the organizational goals and objectives. The creation of the performance is an effective tool for the organization to measure the capacity, capabilities, learning, and potentials of the employees and used them purposely. However, if they identify that their employees find it hard to catch with others, the appraisal can be a good reference to seek for the areas of the employee that needs to be redefined or improved. So since the performance appraisals can be applied in every organization, the traditional and methodological approach in measuring the ability of the employee will be testes. This paper seeks to the effectiveness of the performance appraisal management in the organization and links its effectiveness towards the improvement in the performance and productivity of the employees.
Orthodox and Radical Method
1. Appraisals are use to meet the needs of the employees and improve their performance in the organization.
2. Appraisals are based on the previous performance done by the employees.
3. Appraisals are good source of information regarding the capability of the employees.
4. Appraisals are used by the organizations in various industries to create a valuable decision in developing or updating the organizational goals.
5. Appraisals are tools that can also assess the overall improvement and performance of the organization.
The Method of Performance Appraisal and its Management
The importance of appraisals might be different for most of the organizations; the reason on having the appraisal performance is commonly centered to the idea of improvement. But other than that, both employees and employers look to the appraisal as a method to create valuable decisions on who is going to stay or going to leave, who is going to be retained and who is going to have a high position, or who is the one needs to be trained. In holistic view, the appraisals are meant for the employees and might serve as guidance for their career path. The organizational leaders believe that the approaches on the employees’ performance are more effective than motivating them using the incentives and other monetary rewards. The appraisal itself is a good representation of strategy to improve the knowledge and skills of the people by focusing on their character. However, there are instances that the performance appraisal fails and one of those is the lack of time. The lack of time to learn and to assess is a difficult appraisal situation which might turn into being bias and unfavorable
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. Probably, the main problem that organization encountered in the era of globalization is how to maintain the market leadership in their industry. For example, the fast-food business acknowledges the existence of other food-service organizations that may increase the level of competition. Therefore, empowering the people is the most basic idea that leaders use to emphasize and develop to provide the excellent performance.
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. 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. 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.
Conclusion
The performance appraisal became part of the organizations and already be part of the organizational process that will create a great impact on their employees and their performance as well as productivity. The appraisal method can be enhanced through the continuous practice and collaboration with the theories.
References:
Kellaway, J., (2007) “Initiatives Delivering Excellence and Safety Report”, Reward Scheme, Accessed 13 August 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 13 August 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 13 August 2010, from http://www.mdx.ac.uk/Assets/staff_appraisal.pdf
Rafferty, J., (2008) “Performance Appraisal Scheme Guidance”, Accessed 13 August 2010, from http://www.scra.gov.uk/cms_resources/employee%20appraisal%20guidance%2007.pdf
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