Performance Appraisal a Critical View

8/2/2019 Performance Appraisal a Critical View

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Performance appraisal acritical view

By FATEMA ZAVERI


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INTRODUCTION

An appraisal is basically a review by which anemployees performance on the job is

assessed. Employee appraisals are conductedby employers as part of the employees career

development plan

The employer-employee relation is cruical for the

success of the organization

The time period may differ from orgz. To orgz.


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IMPORTANCE

With the employer-employee relations becomingcrucial for the success of an organization, a fairappraisal system is highly pertinent these days.

But sometimes, the whole process gets draggedon for a long period as managers are either toobusy or a bit uncomfortable about the process.

Here the entire purpose of the process is defied.

A typical appraisal process, both the appraiseand the appraiser should be comfortable andhonest.


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TRADITIONAL PROCESS

In a traditional review processes-

The manager rates the employee aftertheir self appraisal. But in most cases,appraisals are based on opinions ratherthan real performances.

Also, at times, the manager tends to getjudgemental.


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NEGATIVE FEEDBACK

Sometimes, the self appraisal of theemployee and the employer appraisal areat loggerheads.

This mostly happens when the supervisorsavoid giving positive feedback,

Thereby completely defeating the purposeand resulting in a conflict ; which createsdisharmony affecting the team ambience.


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NO SERIOUS APPROACH

Some employers feel the appraisal system isflawed as it fails to live up to todays system of working.

The values, mission, vision and participative workenvironment of today are completely irrelevant to the

arduous appraisal procedure.

Situation gets more complicated when managers give araise with numerical ratings assigned to the employees,

to rein in uniformity.

The organizations tend to use the one size fits all kindof a handy and easy to use rating system.


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FLAWS The biggest flaw of rating is the lack

of objectivity of the managers.

Every individual is different and theirobjective is also different

The ratings do not help as the criticalquestions regarding an employees growthremain unanswered.

Sensible to eliminate rating and usereports for interpretation


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WHAT CAN BE DONE ? Performance appraisals are meant to help employees to contribute

more effectively to the organization growth and help in better

evaluation of employees

Enhances communication between employers and employees.

Works best when they are designed with clear goals in mind. Regular performance appraisals .

Managers and employees can sit together to discuss common

targets . Identify training requirements for future career growth

Thus, results in better working relationships.


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CONCLUSION

The answer to whether appraisals work, isboth Yes and No, depending on theapproach and the efforts taken. And just

remember, "When your work speaks foritself, get out of the way."


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Thank you

Documents

Performance Appraisal a Critical View