Performance Appraisal Challenges Essay

It is a key subject in the organization to conduct a performance appraisal since employees are the pillars of organization success. Management body, therefore, has to conduct performance appraisal on employees to enable in-line arrangement of business strategies. Unfortunately, managers always find it hard to conduct performance appraisal issues related to fairness in decision making, subjectivity, as well as criticisms and unwelcoming comments confronting performance review decision making (Ahmad &Bujang, 2013). Managers usually find it difficult to maintain fairness in performance appraisals as an unfair and inadequate measurement of performance appraisal can cause dissatisfaction of employees and thereby contributing to a reduction in organizational success. Another reason behind manager's difficulty in evaluation is subjectivity of evaluation process. The subjectivity of the process to a large extent might discourage employees' support of the measurement, therefore, limiting achievement of performance review. Additionally, criticisms and negative comments from both employees, as well as their unions, always confront the evaluation process, and managers find it hard to contain the criticisms and negative comments. Lastly, the probability of resulting in general employee dissatisfaction from the quota system used by the managers is always high, and managers don't always want to carry the blames of the system (Ahmad &Bujang, 2013).

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Solutions to the Challenges

It is therefore important to overcome these difficulties arising from performance appraisal by managers. Overcoming these challenges call for transparency, knowledgeable, and quota system orientation and review among others (Indiana, n.d; Ahmad &Bujang, 2013). Transparency helps in avoiding any biases that might result from unfair decision making as well as the general performance appraisal process. Being knowledgeable about employee's work area and target goal and objective also helps in limiting dissatisfaction and discouragement of employees from the review result. Quota system used by managers should orient with current performance appraisal criteria to limit wrong results which may result in criticisms and negative comments (Indiana, n.d)

References

Ahmad, R, & Bujang, S. (2013). Issues and Challenges in Performance Appraisal Activities of the 21st Century. International Journal of Education and Research, 1(4), 1-7. Retrieved from www.ijern.com. ISSN: 2201-6333

Indiana. Edu. Conducting Effective Performance Appraisals: Be A Coach, Not A Judge. Discussion Session #14. Retrieved from https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=5&cad=rja&uact=8&ved=0ahUKEwjqwtjpn8PaAhXKq48KHZFBDGIQFghgMAQ&url=http%3A%2F%2Fwww.indiana.edu%2F~jobtalk%2Fppt%2FDiscussionSessions%2FConducting%2520Effective%2520Performance%2520Appraisals.ppt&usg=AOvVaw02Vgxoqm7VvHAxBKIqIJ4M