Essay Example on Maximizing Performance Through Effective HR Appraisals

Introduction

Human resource management plays a significant role in the design and implementation of performance appraisals. The HR acts as the mediator between the functional heads and the employees by reviewing their activities. It is the responsibility of the human resource team to ensure that there is a smooth and functional appraisal process (Husain, 2017). The HR department has to be aware of the duties and tasks assigned to every employee so that they can create and design a system where they can rate the achievements of each employee with respect to their key responsibilities.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Save 25%

The HR department ensures that the criterion of performance appraisals is clear and transparent. The awarding of employees for their achievements needs to be fair. This way, strategies towards transparency involve support from the HR department by providing the necessary resources for employees. The team is made to understand that the appraisals are not meant to downgrade or insult anyone but help them set realistic goals and expectations not only for the organization but also for themselves (Idowu, 2017). The role of HR is to call employees on a common platform that will make them understand the importance of the appraisal process and how it is to help them in their careers.

The HR institutes policies and procedures as well as employee handbooks that they prepare with utmost objectivity and comprehensibly. They ensure that the documents are standard and consistent in approaching the needs of the workers as well as being free from complexity. HR also reviews the aspects of these documents and revise the policies in the manual. They ensure that the procedures are in line with the organizational culture, market trends, and legal rules.

Components of an Effective Performance Appraisal

Companies place appraisal systems as integral parts of their projects as strategies for striving and thriving for competitiveness. Crucial elements of a useful performance appraisal include 360-degree feedback, task-based evaluation, self-evaluation, and performance-based compensation and rewards. The appraisal system requires regular and accurate feedback and reviews. Every employee needs objective performance feedback about the tasks assigned to them.

In ensuring a task-based evaluation, appraisal systems should be in place, from task creation to completion. In the event where an employee disagrees with a rating, they should have an opportunity to challenge it and give an explanation. Self-evaluation is also an essential component to enable the employee's measure and gauge their performance of their tasks and the projects they have accomplished. Concerning the compensation and rewards, the employees deserve recognition for their achievements.

Performance appraisals contribute to the organizational goals and objectives because employees work towards achieving the goals set as they yearn for recognition (Idowu, 2017). Employees are motivated to work on their tasks if they see that the firm appreciates them for the work they do. Performance appraisal systems have defined goals and objectives that the company sets to achieve the targets. A company targeting more sales will ensure that the appraisal system recognizes the employees that make the most sales within the given time.

Advantages of Performance Appraisals

Appraisal systems improve performance in that they help in the analysis and evaluation of the opportunity factors like technology and social process. Companies that uphold the appraisal systems have their employees doing better at the tasks they are assigned. Performance appraisals also ensure employee development. They determine the employees who are in need of training and give information concerning the strengths and even potentials of the employees. The systems also identify the weaknesses of the employees hence design strategies that will help to make them more productive.

Appraisal systems ensure motivation for employees to work harder. Employees tend to put much effort when there are incentives involved. The implementation of an appraisal system for their performance will have them working harder because they are motivated. The systems help the management to determine the employees that need to be promoted, transferred, or rewarded. The performance appraisal systems contribute to practical training and development because they correct deficiencies among employees and suggest the corrective measures to be taken.

Potential Forms of Discrimination when conducting a Performance Appraisal

There are discriminatory employment practices from HR, such as instituting different standards for different employees. When the management makes employees be in comparable positions, they are given unique skills, job duties, and responsibilities (Husain, 2017). An example is where there are two assistants that have similar skill sets; it could be perceived that they are engaging in unfair practices of employment. The legal applications on a firm include the need for consistency on employees. They should be allowed similar standards if they all match the qualifications. Another form of discrimination is an untimely appraisal and late raises. It could be as a result of poor management of time on the part of the supervisor. However, if the seniors are getting their own appraisal on time, that may suggest that the company does not treat the employees fairly.

References

Husain, K. (2017). Impact of performance appraisal reactions on affective organizational commitment and work performance. Journal of Economic Info, 4(3), 1-6. Retrieved from http://www.readersinsight.net/JEI/article/view/94

Idowu, A. (2017). Effectiveness of performance appraisal system and its effect on employee motivation. Nile Journal of Business and Economics, 3(5), 15-39. Retrieved from http://journal.nileuniversity.edu.ng/index.php/NileJBE/article/viewFile/88/116