Assignment Help On Performance Appraisal
Today, performance appraisal is one of the basic tools that make employees as well as workers to be very effective and active at work. Performance appraisal does not only affect employee’s productivity and efficiency, but also affect the level of motivation (Smither, 2009). Additionally, it also affects the corporate profitability and recruitment policy of any organization. In this Performance Appraisal System Case Study Help paper, impact of performance appraisal on employee’s performance and its strategic advantages will be discussed effectively.
Impact of Performance Appraisal
As per the strategic human resource management, performance appraisals are important aspect of HRM in any organization, because it is directly associated with the HRM strategies and practices. Additionally, effective performance appraisals can increase employee performance (Armstrong & Baron, 2005). For example, performance appraisal provides an indication of employees with leadership potential or leadership development needs which HR department can develop programs and interventions to either offer employees an opportunity to exercise their leadership competencies or build skills (Grobler & Warnich, 2005).
In addition to this our HR assignment help experts says that it also offers opportunities to see their week and strong areas or skills. By improving week areas, an employee can increase their productivity and efficiency of work. At the same time, evaluating the results of performance appraisals can provide human resources departments and organizations with an indication of where additional training and development may be necessary for the employee. Physical or psychological characteristics of employees can also be increased by the appraisal (Armstrong & Baron, 2005). So, by the effective training program, employees can enhance their work performance and increase the level of satisfaction.
Strategic Advantages of Performance Appraisals
There are several strategic advantages of the performance appraisal. For instance, it improves the communication level between the employees and the employer. The subordinates can also understand and create a trust and confidence in superiors. This would increase the productivity and motivation of the employees. Additionally, it helps the supervisors to understand the validity and importance of the selection procedure. A company can also develop an effective recruitment and selection strategy or policy though the performance appraisal, because it improves the opportunities for the competitive advantages. It also helps the company in the succession planning and optimized performance (Grobler & Warnich, 2005).
Potential forms of bias & Contribution of Performance Appraisals
There may be certain potential forms of bias within the appraisal system such as: first impression, halo & horn effect and excessive stiffness or lenience. On the other hand, central tendency, personal biases, spillover and regency effect are other potential forms of bias within a performance appraisal system (Hickman, 2001). Performance appraisals can contribute to the achievement of strategic objectives. For instance, with the help of performance appraisal, organizations can also align employee’s performance with organizational mission and goals. This would be beneficial for the company in the achievement of the strategic objectives and vision of the company. Additionally, the employee and manager can work together on the success of the employee and raise the employee-manager relationship to a more effective working level.
Our business assignment help experts concluded that performance appraisal does not only affect employee’s productivity and efficiency, but also affect the level of motivation. Additionally, it is also analyzed that business organization can enhance competitive advantages through an effective performance appraisal system.
Armstrong,M. & Baron, A. (2005). Managing Performance: Performance Management in Action. USA: CIPD Publishing.
Grobler, P.A. & Warnich, S. (2005). Human Resource Management in South Africa.USA: Cengage Learning EMEA.
Hickman, S. (2001). How to Conduct a Performance Appraisal. USA: American Society for Training and Development.
Smither, J.W. (2009). Performance Management: Putting Research into Practice. USA: John Wiley & Sons.