Basically the
performance appraisal is used for the betterment of the organization, but there
can be drawbacks aswell. According to Samuel (2013) following problems are
identified in the process of performance appraisal.
· Using ineffective forms-
This happens when the performance appraisal is mainly targeted
on the popularity or the personality traits rather than focusing the job
related activities (Daschler and Ninemeier, cited in Samuel 2013).
· Compare the employees-
This is something that should not be done. The performance
appraisal is based on individual performances with respect to the organization
and individual scope as it explained. Therefore comparing one employee’s
performance with another employee could be lead to an unsuccessful performance
appraisal (Samuel, 2013).
· Performance appraisal can be affected by the
demographic effects. According to De Nisi and Murphy (2017) the performance
rating can be affected by the factors such as race, gender, or age. Further
Bass and Turner (1973) have examined the Black-White difference in performance
ratings (DeNisi and Murphy, 2017). This is another major weakness that can be
found in non-systematic performance appraisals. The outcome of such a performance
appraisal will lead the organization in to a wrong path.
· Negative effect for the employee motivation
factor.
In most organizations the reward scheme is based with the result
of the performance appraisal process. Therefore according to Toppo and Prusty
(2012) the mangers should not give negative judgments on employees as it could
be a reason to de-motivate the employees. In that point it is clearly identify
that this performance appraisal is somewhat a sensitive factor for the employee
and the process should be carried out in a systematic way with minimizing the
weaknesses.
References
DeNisi, AS & Murphy, KR 2017, 'Performance Appraisal and Performance Management:
100 Years of Progress?', Journal of Applied Psychology, vol. 102, no. 3, pp. 421-433.
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.
Toppo, L & Prusty, T 2012, 'From Performance Appraisal to Performance Management', IOSR Journal of Business and Management (IOSRJBM), vol. 3, no. 5, pp. 1-6.
This comment has been removed by the author.
ReplyDeleteHi ,Vayanga . Well explained Blog on Performance Appraisal [PA] and its Impact to the Employees and the Organization . Most of the time Performance Appraisals do not provide a balance assessment of the particular employee relating to the individual performances and organizational performances ,which justifies with the weakness of PA in your blog.Performance appraisal has been discredited because too often it has been operated as a top-down and largely bureaucratic system owned by the HR department rather than by line managers. According to Townley (1989) , Performance Appraisal is solely a means of exercising managerial control. . Performance appraisal tended to be backward looking, concentrating on what had gone wrong, rather than looking forward to future development needs. Performance appraisal schemes existed in isolation. There was little or no link between them and the needs of the business. Line managers have frequently rejected performance appraisal schemes as being time-consuming and irrelevant(Armstrong, 2006) . Performance management is a continuous and much wider, more comprehensive and more natural process of management that clarifies mutual expectations, emphasizes the support role of managers who are expected to act as coaches rather than judges, and focuses on the future.
ReplyDeleteThank you Kasun for your comment. I agree with your comment regarding that the performance appraisal needs to be a continuous function. Periodically performance appraisal processes needs to be functioned since it is the best method to face the updating industry. The process of performance appraisal will be helpful to improve the performance of the employees as well as the organization by increasing the productivity, quality and the attitudes of the employees towards the organization (Samuel, 2013). If the performance appraisal in conducting few times per year, the management will be able to get the maximum productivity, quality and better attitudes from the employees.
DeleteWell done Vayanga, Its amazing blog and you have covered most of the subject with justified summery. Mean while I like to add that this performance appraisal process done by supervisors which is the informal method could be bias one and some supervisors may not have the ability to supervise followers and grab their talent or may be there favoritism. I found another theory to add your blog and its "Implicit Person Theory" and my proposal supported by follows,
ReplyDeleteperformance appraisals need to be based on up-to-date, unbiased information about employee performance in order to be perceived as procedurally just (Latham & Mann, 2006).
Thank you for commenting Ruwanga. As you have mentioned too the performance appraisal process should not be biased for few employees and favoritism should not be there. According to De Nisi and Murphy (2017) the performance rating can be affected by the factors such as race, gender, or age. Further Bass and Turner (1973) have examined the Black-White difference in performance ratings (DeNisi and Murphy, 2017). Therefore I too agree with you. These kinds of things will be results a failed performance appraisal process.
DeletePerformance appraisals is an important factor to any organization. The goal is to gather employee’s strengths and weaknesses and gather feedback from multiple sources. By using the above methods, the organization will have balance, as the judgement will be fair and accurate. The goal is to foster communication between managers and employees. Always “Lead with the Positive”. According to Richard (2004) People are anxious about performance appraisal meetings. By creating a tone of partnership from the very beginning will be easy. Start by setting the person at ease: don’t let him or her feel like a defendant on trial. The annual appraisal should be a positive event, even when improvement is required.
ReplyDelete