Performance Appraisal Essay
Running head: PERFORMANCE APPRAISAL ESSAY
Performance Appraisal Essay
University of Phoenix
Human Capital Management
HRM/531
April 15, 2015
Performance Appraisal Essay
There is some controversy about whether or not it is effective to give performance evaluations or appraisals to employees on the job. This essay will evaluate articles that both support the concept of giving performance appraisals or performance evaluations, and those that propose eliminating performance appraisals or evaluations.
The importance of performance appraisals is that employees are more focused on their jobs. They are often more engaging in their job as well. When employees know that their jobs are being evaluated they tend to perform better. Once the employee understands what is expected of them to achieve their performance goals and how it is tied into the successes of the business they will be more engaged (BLR Simplify Compliance Drive Success, n.d).
The reason for performance appraisal is that it is both an evaluative and communication tool. For employees they have an employee performance evaluation where they will be able to set goals and measure their performance and managers will be able to document progress and give feedback of employee progress to ensure the employee is successful. The employee’s performance evaluation will help employees see how their jobs fit within a bigger picture of the organization (Heathfield, n.d.).
Those that propose to eliminate performance evaluations and appraisals say they cause conflict between managers and their subordinates. Another issues arise is that they disrupt work place trust, undermines harmony and fails to encourage personal best performance. Some managers don’t even know what the employees does half the time and they base everything on their own evaluation (Heathfiled, n.d.). Another article says that “performance appraisals and the actions they lead to often result in discrimination lawsuits, effective employees resigning,
Performance Appraisal Essay
University of Phoenix
Human Capital Management
HRM/531
April 15, 2015
Performance Appraisal Essay
There is some controversy about whether or not it is effective to give performance evaluations or appraisals to employees on the job. This essay will evaluate articles that both support the concept of giving performance appraisals or performance evaluations, and those that propose eliminating performance appraisals or evaluations.
The importance of performance appraisals is that employees are more focused on their jobs. They are often more engaging in their job as well. When employees know that their jobs are being evaluated they tend to perform better. Once the employee understands what is expected of them to achieve their performance goals and how it is tied into the successes of the business they will be more engaged (BLR Simplify Compliance Drive Success, n.d).
The reason for performance appraisal is that it is both an evaluative and communication tool. For employees they have an employee performance evaluation where they will be able to set goals and measure their performance and managers will be able to document progress and give feedback of employee progress to ensure the employee is successful. The employee’s performance evaluation will help employees see how their jobs fit within a bigger picture of the organization (Heathfield, n.d.).
Those that propose to eliminate performance evaluations and appraisals say they cause conflict between managers and their subordinates. Another issues arise is that they disrupt work place trust, undermines harmony and fails to encourage personal best performance. Some managers don’t even know what the employees does half the time and they base everything on their own evaluation (Heathfiled, n.d.). Another article says that “performance appraisals and the actions they lead to often result in discrimination lawsuits, effective employees resigning,
References: BLR Simplify Compliance Drive Success (n.d). Performance Appraisal. Retrieved April 15, 2015, from http://www.blr.com/hrtips/performance-appraisals Heathfield, S. M. (n.d.). Why Organizations Do Employee Performance EvaluationGoals of Employee Performance Evaluation. Retrieved April 15, 2015, from http://humanresources.about.com/od/performancemanagement/qt/employee_evaluation.htm Heathfiled, S. M. (n.d.). Performance Appraisals Don 't WorkEliminate Performance Appraisals as You’ve Known Them. Retrieved April 15, 2015, from http://humanresources.about.com/od/performanceevals/a/perf_appraisal_2.htm Lawler III, E. E. (2011, October 5). Eliminate Performance Appraisals. Retrieved April 15, 2015, from http://www.forbes.com/sites/edwardlawler/2011/10/05/eliminate-performance-appraisals/