performing at a minimum capacity. Whereas others are more assertive and risk takers and are willing to do whatever it takes to further develop their careers. The text defines job performance as a “property of behavior”. (Youssef-Morgan, 2015). There in lies the factor of behavior and how it is directly applied to job performance. These four components are explicit in the designing and assessing of job performance appraisals.
PERFORMANCE APPRAISAL 3 Performance appraisals, although vary in their reliability and validity, are the measure of an employee’s value to the organization. The methods used for assessing the afore mentioned employees include the 360-feedback method , which relies on self-awareness. The second method is the graphic rating scale method , which is more quantitative. Lastly is the behaviorally anchored rating scale , which is the most accurate and reliable form of assessing employees. (Youssef-Morgan, 2015, sec. 6.4) These three methods are among the many of methods that can be used in the assessing of an employee. HRM can determine the methods used for performing these appraisals, but in the end, the employee determines their own fate, in most circumstances. For the better part of 20 years, I have been on the receiving end of performance appraisals, and I understand the benefits/advantages of having these done periodically throughout the year. Whether it be annually or bi-annually, performance appraisals are designed to develop employees and have them aligned with organizational objectives. “Performance management is ongoing. It involves a never-ending process of setting goals and objectives, observing performance, and giving and receiving ongoing coaching and feedback.” ( Cappelli & Conyon, 2018, p. 2). Another distinct advantage of performance appraisals, aside from the potential of personal development, management and HR can measure an employee’s contribution against the organizational goals as well. “Firms should emphasize the future, including the behaviors and outcomes needed to develop the employee, and, in the process, achieve the firm’s goals. This
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