Conclusion and Recommendations

The performance appraisal is identified as one of the best tools for the organization to increase the performance of the each employee as well as the whole organization. Most importantly the performance appraisal process needs to be transparent, unless there can be more internal problems within the organization.

As it described above, the performance appraisal is one of the keys which defines reward method or the reward criteria of the employee. Therefore it is clear that the result of a single performance appraisal process might be heavily affecting an employee for the employee’s motivation. An employee needs to have the feeling that he/she is valuable for the organization. Hence, frequent performance appraisals are preferred to measure outcomes.

The performance improvements of the organization and the individual employees are very critical in gaining a competitive advantage in the market (Samuel, 2013). Further, for the statement made by Samuel (2013), in the modern world market, the knowledge and the performance level plays a huge role. Therefore a proper performance appraisal will be a key factor for the success of an organization.

Performance appraisal is a key for the employee motivation as well. Therefore the performance appraisal needs to be more transparent and it should be systematic. The employee should have the capability to trace back his/her performance evaluation process and to get an idea about the way the employee got the performance level. If the employee is not happy about the performance appraisal process and the awarded performance level, it will be a key factor to reduce the motivation of the employee. Therefore if most of the employees were de-motivated with the performance appraisal process, the final negative result will be for the performance of the organization. Therefore it is highly recommended to have a performance appraisal process which is transparent for every employee.

Video -  Performance appraisal sample process and gains

Source - NICE, https://www.youtube.com/watch?v=7R9QMphovdQ

References


Samuel, B 2013, 'The origin, concept and value of performance appraisal, International Journal of Economics, Commerce and Management, vol. 1, no. 2, pp. 1-17.

NICE, 'NICE Performance Management: “Game Changer” for U.S. Bancorp', available at <https://www.youtube.com/watch?v=7R9QMphovdQ>.