1
Performance Appraisal Assignment HR and management play a wide range of functions in ensuring that an organization achieves its goals. One of these functions is performance appraisals, which are regularly done to determine the quality of employees an entity has. Performance appraisal supports proper management of the human resources and overall performance of an organization. Good HR management must ensure that the employees an organization has are competent enough to help it attain its objectives without spending much than necessary.
Buy this excellently written paper or order a fresh one from acemyhomework.com
2
Basic components of performance appraisal The basic elements of an employee performance appraisal are: a) Productivity b) Attitude c) Work behaviors d) Teamwork The above four components are central to any quality performance appraisal template because they capture salient aspects of employee performance critical to any given organization. Performance appraisals can contribute to organizational goals and objectives by enabling an organization to discover the competencies that need improvement within the workforce. For instance, an organization that has a goal of producing enough products to meet market demand must ensure that employees are highly productive. Appraisals would help the management determine if employees perform below average and contribute to low performance (Society for Human Resource Management, 2015, July 23). In this respect, it can develop measures to improve productivity by focusing on improving areas of weakness. The appraisal would also help the organization hire employees with missing qualities within the labor force, contributing to organizational goals and objectives such as excellence and profit-making. Organizations become more effective and efficient when they have a highly competitive labor force (Youssef-Morgan, 2015). In this respect, performance appraisals are handy in helping HR and management improve the quality of an organization's labor force. Advantages of performance appraisals Performance appraisal has many advantages that an organization can exploit to better its human resource. One, an appraisal helps the HR and management identify an area that can be
3
improved within an organization (Youssef-Morgan, 2015). Secondly, it helps to identify weaknesses in employees to guide further training. Performance appraisal also contributes to improving performance, job satisfaction, and resolving issues within the labor force. The HR and management use the performance appraisal outcomes to address areas of weakness in employees and determine the best roles an employee can play, resulting in improved productivity (Society for Human Resource Management, 2015, July 23). Consequently, performance appraisal has numerous advantages that make it an ideal HR and management function in guiding an organization to success. Potential forms of discrimination The various forms of discrimination that an appraisal can bring out include age, sex, ethnicity, and marital. For instance, for jobs that need masculinity, men and women would score different points. In such a scenario, the appraisal would favor men. In conducting performance appraisals, an organization exposes itself to potential legal challenges because of possible discrimination (Youssef-Morgan, 2015). Subjective appraisals are likely to discriminate against a certain category of employees. The Equal Employment Opportunity Commission (EEOC) rejects any form of employee discrimination, be it of sex, race, religion, ethnicity, marital, or any other observable and abstract differences within groups (Morley, n.d.). In this respect, the appraisal should not be tailored to discriminate against a group or an individual. Instead, it should be fair and standard. Employees should be appraised on their actual roles to avoid biases.
4
References Morley, M. (n.d.). The effects of laws & regulations on employee performance appraisals. Retrieved from https://smallbusiness.chron.com/effects-laws-regulations-employeeperformance-appraisals-35141.html Society for Human Resource Management. (2015, July 23). Developing employees (Links to an external site.). Retrieved from https://www.shrm.org/resourcesandtools/tools-andsamples/toolkits/pages/developingemployees.aspx Youssef-Morgan, C. (2015). Human resource management (2nd ed.). Bridgepoint Education.