Performance Appraisal Paper 1 Performance Appraisal Paper BUS303: Human Resources Management February 29, 2016
Performance Appraisal Paper 2 Performance Appraisal Paper Even though effective performance appraisal entails there worth and value towards the organization. Leaders, Managers and Supervisor should always take the time and effort in giving recognition for employees who’s performing well in the organization. This method motivates employees to stay within and gain loyalty in the organization. Also, it influences other employees to strive and work harder on their duties and responsibilities on their job. Finally, it helps contributes in achieving the organizational strategic objectives. The purpose of this paper is described how effective performance appraisal can increase employee performance. This paper will cover the different sections on the strategic advantages of performance appraisals, potential forms of bias within the appraisal system and as well as how performance appraisals can contribute to the achievement of strategic objectives. First, what is performance appraisal and why is it important to use in the organization as part of the process? According to the textbook, “performance appraisal is the process through which employee performance is assessed feedback is provided to the employee, and corrective actions plans are designed” (Youssef, 2012). As a leader, manager and supervisor of the organization, performance appraisal is a necessity and important part of the process in evaluating employee’s work performance. “Although the main objective of performance appraisals is to evaluate employees’ work performance, performance appraisals are also important for organizations because they reflect the effectiveness and efficiency of achieving organizational goals and objectives” (Youssef, 2012). Most of the organizations use performance appraisals for many different ways, which includes “managing salaries, pay adjustments, providing performance feedback for employees and communicating to point out the strengths and
Performance Appraisal Paper 3 weaknesses. Determining job placement decisions such as promotions, demotions, and transfers.
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