Impact of the quality of accountability
I start by agreeing with the author that a good performance management system depends on the quality and accountability of the employees’ performance. Therefore, establishing a suitable performance appraisal method of promoting employees motivates employees hence increase production in an organization. Besides, performance appraisal encourages co-operation among employees since it is based on overall employee evaluation and thus provides expected results. It is used in making decisions regarding promotion standards. However, some of the ways that can be used to improve performance appraisal methods should include finding out from the employees how they feel about the existing techniques. This can be done through asking questions like whether they receive feedback on their evaluation, whether they would wish to improve their scores and the kind of changes they would want to be implemented on the appraisal system.
Relationship between the number of workers and performance appraisals
According to research conducted in the hotel industry in India, there exists a negative relationship between the number of workers and the performance appraisals methods variables. The study showed that hotels with a large number of employees emphasized performance appraisal practices as compared to those with fewer workers. There exist two categories of performance appraisals, modern and traditional. The current methods include human resource accounting methods, behaviorally anchored rating scales, and 360-degree performance appraisal methods. Conversely, traditional practices include essay appraisal methods, paired comparisons, straight ranking methods, graphic rating, critical incidents, field review, and forced distribution.
More Problems with Performance Appraisal Methods
Annual Performance Appraisals
Most organizations conduct a yearly performance appraisal, which is less frequent since employees need feedback more frequently to plan their targets. For better performance of employees, it would be best to offer daily or weekly performance assessment and feedback, which increases their development coaching and hence their productivity. Continued evaluation and feedback also provide a platform for acknowledgment of an individual’s contribution. It also enables an employee to cope with changes in short term goals.
Lecture-like Performance Appraisals
Some managers offer performance appraisals in the form of lectures and not a conversation. As a result, the meeting end with the managers having communicated but the employees being denied an opportunity to discuss how to improve their performance at work. Besides, in most scenarios, the employee is more likely to retain the negative feedback since they are intimated by the manager’s knowledge of their weaknesses. As a result, most employees would focus more on their weaknesses and forget to uphold their strengths hence an imbalanced development growth.
The recency effect.
This occurs when the managers conducting an evaluation focus on the events of a short period before the appraisal takes place. If performance appraisals take place annually or semi-annually, some managers tend to overlook the events of the past and concentrate on the recent events. The organization has to store information concerning every staff member and use it to retrieve data of the period beginning the last appraisal meeting. Such initiatives provide a chance for an overall evaluation of the employee.
The performance appraisal system depends on the quality and the extent to which an employee is accountable. Moreover, the different categories of performance appraisals, traditional and modern, can give rise many errors depending on the method that a company applies. The problems can be as a result of conducting appraisals annually, managers conducting one-way performance meetings or supervisors focusing on recent events only during performance appraisals. It is, therefore, crucial that management chooses performance appraisals wisely and follows the procedure in a manner that is beneficial to both the company and the employee.
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