The Power of Performance Appraisals
Human Resources Managment
The Power of Performance Appraisals
Performance appraisals are the process of which an employee is provided a review and feedback of their performance. The employees is provided with a corrective plan and design for success and their continued growth. Nevertheless, performance appraisals offer power to the organization and the employee, so see each other grow and help with the achievement of both the organizational goals and employee development. In the next few paragraphs, we will discuss how performance appraisals are a function of HR and management, analyze the essential components of an effective performance appraisal, the advantages and how they contribute to practical training and development, and the legal aspect of performance appraisals.
Performance appraisals are a critical component of the HR and management process. HR has the responsibility of managing personal skills and talents, so they are effectively used in alignment with an organization’s goals. “HR functions relate to the recruitment, selection, training, and management of their workforces (Youssef, 2015). Performance appraisals contribute to HR’s ability to utilize the data received from the appraisal to plan and make decisions that will benefit the organization and its intended goals. A few types of data that is received from an appraisal are employee characteristics such as personality, growth potential, adaptability, productivity, efficiency, leadership, strengths, and weaknesses. These characteristics can assist HR and management make practical changes for organizations such as promotions, internal transfers, layoffs, or terminations.
The necessary components for effective performance appraisals are the foundation for the design. These necessary components help measure, asses, and manage improvements in both the individual and organizational levels. (Youssef, 2015, sec.6.1). The first of the elements is employee productivity. Employee productivity is the most important of the four essential components. Employee productivity is the core function, duties, and responsibilities for the employees’ specific position. The second component is attitudes. Attitudes help shape an individual’s behavior and influence one’s productivity and how they sync with the organization’s culture. Positive attitudes within an employee provide job satisfaction, commitment, and work engagement. Where negative attitudes can cause low production and at times, create a negative influence on other employees. The next component is the work behaviors. One would think that work behaviors are referring to just that an employee work behavior. Work behavior is looked at the performance end of things, someone who goes above and beyond their given role. Coaching, mentoring, sharing knowledge, promoting positive work environments are all work behaviors that go above and beyond. With the good, there is also the bad. Some work behaviors can be counterproductive and is usually caused by actions such as violence, verbal aggression, and harassment. Lastly, the fourth component for a useful performance appraisal is team performance. Team performance looks at both individual team performance and the contributions the employee has provided the team.
These performance appraisals help to contribute to an organization’s goals and objectives. The assessments help HR and management determine placement, promotions, transfers, and even demotions within the organization to create a capable team or department. The evaluations also provide insight into strengths and areas where further training is needed. This evaluation not only helps the organization with its success, but it also creates a development plan for the employee’s growth.
At times performance appraisals can be considered a waste of time by all parties involved. Appraisals within my company, at times, seem like they were just on someone’s to-do list and only completed because HR said so. What I have learned is that performance appraisals provide an advantage to HR, management, and employee. Some benefits of performance appraisals are improvements in employee performances, development, and growth. “Performance appraisal helps determine who needs more training as it gives information regarding the strengths and potentials as well as weaknesses of the employees.” (Chief, 2017). Appraisals provide HR and management with areas an employee may lack skills in and where they need additional assistance so they can succeed. In my organization, management uses this and requests feedback from other employees to see if additional employees feel they may lack the same skill as other coworkers and allows for an opportunity to provide additional training.
When conduction performance appraisals, one must tread lightly, as to not discriminate. “In formulating performance appraisals, it is vitally important that organizations exercise extreme caution, due to the legal implications that might be associated with discriminatory factors pertaining to age, race, sex, religion, or ethnic background, rather than job-related performance appraisals” (Buttrick, 2003). The Equal Employment Opportunity Commission (EEOC), stresses the importance of making positive performance reviews are related to the actual job activities.
The importance of performance appraisals can be overlooked. Many negative things can come from ignoring the importance of a performance review, such as an organization’s failure and an employee’s stagnant growth and development. Performance appraisals also provide an organization and employees the power of control to determine their future. It can assist in growth for both the organization and employee if adequately used and followed through with. The growth and development lie in the performance appraisals, and without its HR and management cannot measure strengths and weaknesses for a successful business.
Chief, E. in. (2017, October 5). 12 Advantages and Disadvantages of Performance Appraisals. Retrieved from https://connectusfund.org/12-advantages-and-disadvantages-of-performance-appraisals.
Mayhew, R. (2017, November 21). How Might Performance Evaluation Methods Be Perceived as Discriminatory? Retrieved from https://smallbusiness.chron.com/might-performance-evaluation-methods-perceived-discriminatory-74861.html.
Youssef, C. (2015). Human resource management (2nd ed.). Retrieved from https://ashford.content.edu