Mariel P. Tudeja
BS Entrepreneurship 2B
FEDERAL HOSPITAL PERFORMANCE APPRAISAL SYSTEM CASE
1.
How effective is the appraisal system at Federation Hospital? Think about its
impact on employee performance and retention.
Performance appraisal has become a staple element of HRM practice in
both public and private sector organizations around the globe. Performance
appraisal is a widely used tool of human resources management. Initially used as
a tool for managers, it is now used to evaluate the performance of manual,
secretarial and administrative staff and part-time staff in the public and private
sectors. Traditionally appraisals were conducted by supervisors, though in recent
years there has been an expansion in range of people who are able to provide
data and make assessments of an employee’s performance. Organizations use
performance appraisal for a wide range of purposes. Surveys commonly report
the use of performance appraisal for clarifying and defining performance
expectations, identifying training and development needs, providing career
counseling, succession planning, improving individual, team and corporate
performance, facilitating communications and involvement, allocating financial
rewards, determining promotion, motivating and controlling employees and
achieving cultural change (Bowles and Coates, 1993; IDS, 2007; IRS, 1994,
1999; Nankervis and Compton, 2006). These purposes have been classified into
two broad categories – evaluative and development.
By analyzing the Federation Hospital case in relation to the
implementation of Performance appraisal system, all I can is that it’s effective in
term of a Once a year the supervisor and the employee have a face-to-face
meeting to review progress towards the performance goals set at the beginning
of the evaluation cycle and come up with a performance rating, through
performance appraisal supervisors and employees can be able to set objectives
which are reasonable and stand a chance of being achieved, also it’s a great tool
