Performance Appraisal Tools Paper Example

Paper Type:  Essay
Pages:  6
Wordcount:  1529 Words
Date:  2022-07-20


Performance appraisal tools can be described as the systematic evaluation of individual employees concerning their performance on the job and their potential for improvements. A performance appraisal is the evaluation of the performance of each employee in a systematic manner. It is a development tool utilized for comprehensive employee development and the organization as well. The performance of the employee is evaluated against various performance indicators which include quality and quantity of output, leadership traits, supervision, job knowledge, co-operation and dependability among others. The assessment carried out can entail the past performance and potential performance as well. The management may decide to choose from a range of performance appraisal tools. Type of performance appraisal tool is dependent on its purpose. Traditional tools such as rating scales can be used in cases the focus is on the selection of individuals for training, promotion or pays increment. Collaborative appraisal tools can be used is emphasis is on the development of employees.

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Traditional Performance Appraisal Tools include:

  • Ranking method: It is used to rank employees from the best performer to the worst concerning a specific trait, selecting the highest, the lowest, until all employees have been selected.
  • Graphics Rating Scales: It was developed by Paterson in 1922 to help in the provision of reliability, usefulness, practicality, and consistency. It is used to list various traits and a range of performance for these traits. The employee is rated through the identification of a score that describes their performance level ("Chapter 11: Employee Assessment").
  • Critical Incident Method: It entails documenting the good or undesirable behavioral aspects of the employee's work and they are reviewed at the agreed time.

Modern Performance Appraisal Methods

Management by Objectives: This tool uses objectives in management and the performance of the employees is rated against the realization of the objectives outlined by the management.

Behaviorally Anchored Rating Scales: In the utilization of this tool, the effectiveness and ineffectiveness of behaviors are the determinants of points. They are behaviorally based and the rater mentions the employee performance.

Psychological Appraisals: The appraisals are geared towards the assessment of the potential of the employee's performance in the future and not about the past. It is accomplished is a form of in-depth interviews, discussions and psychological tests ("Chapter 11: Employee Assessment").

360- Degree Feedback: This method of appraisal entails a 360-degree feedback process. Various individuals working with the employee provide feedback and they include supervisors, colleagues, clients, and peers among others ("Chapter 11: Employee Assessment").

Warehouse Associates Performance Appraisal

The management by objectives is very appropriate for the performance appraisal of warehouse associates since it is result oriented. At the start of the appraisal process, the manager and employee discuss and establish objectives for a specific period. When it is time for the evaluation of performance, there is a discussion between the parties and the goals that were set are reviewed and it is determined if they have been met. The benefit of this appraisal tool is that there is open communication between the manager and the associates. The employee is motivated since they were involved in setting up goals and the assessment can be used in skill development in the warehouse (Farcas & Vuta 2015). This tool is very appropriate to assess the performance of the warehouse associates since their operation is not very routine.

Management Personnel Performance Appraisal

The assessment of leadership and management skills is critical for the management personnel to measure their performance. The 360-degree feedback can be used in the evaluation of performance which can then be optimized using the survey results. This performance appraisal tool is not only important for the organization but also for the development of the management personnel. The management personnel will utilize 360-degree feedback to have a better understanding of the strengths and weaknesses. This tool usually tabulates the results and is presented in a format that aids the recipient to formulate a development plan. There is a combination of personal responses with responses from others to promote anonymity.

Benefits of the Appraisal Tools

Performance appraisal is a critical constituent of the human resource management and its functions in the organization. The process is essential since it helps in the improvement of communication between the employees and the managers. The process helps in the provision of an appropriate career path and encourages good work ethics and improvement. Additionally, it improves the ability to make important decisions. Management by objectives and 360-degree feedback are the tools that are recommended to be used at SaharaOasis. The use of management by objectives to appraise warehouse associates will help in the development of a result-oriented philosophy in the organization. This is accomplished through the establishment of an action plan based on jointly set goals. The goals set are verifiable and measurable which promotes performance and enhances employee morale since they are involved in the decision-making process. It promotes effective planning since results are used as a reference point (Farcas & Vuta 2015). There is also the facilitation of effective control since MBO offers continuous monitoring.

The utilization of 360-degree appraisal to evaluate the performance of the management personnel ensures some benefits. It promotes employee self-awareness since there is the provision of a comprehensive report that includes strengths and areas that need improvement. The management personnel can understand their behavior and how they are perceived by others. It also helps in the development of management personnel skills and uncovers blind-spots in the behavior of the employee (Haynes & Bobrow n.d).

Impact on HR Information Systems

Appraisal tools help in identification of development gaps and then appropriate training is instituted. This means it will help determine training needs concerning the HR information systems. Additionally, implementation of appraisal tools will enhance the performance of HR information systems that are used in the collection of data concerning employee performance.

Introduction of Tools in the Work Environment

The implementation of a performance appraisal tools can fail if the introduction is not executed properly. The introduction of the appraisal tools in an organization can follow the outlined steps. They include:

Initial Discussion of the Appraisal Tool Principles: It important to first discuss the principle of the tools with key employees which helps in the adjustment towards the appraisal tools.

Preparation of appraisal questions: These include preparation of value-based questions and occupational group-based questions.

Performing Small Appraisals: It helps in the introduction of technicalities which aids in the evaluation of the technical solutions.

Utilization of a Test Appraisal: In the introduction of appraisal tools, it is prudent to have a tested appraisal to determine how employees respond to the change.

Implementation of Appraisal Tools: In this step, the employees familiar with the appraisal tools will help ease the rest into the system.

Roles of the Appraisal Tools in Performance Management

Performance appraisal can be described as periodic evaluates of employees performance and has benefits in performance management. For instance, appraisal tools are used to assess employees on their performance against sets goals and objectives. It helps in development since evaluation determines performance gaps and then development is used to fill those gaps. It also helps in the determination of the training needs (Atieno, 2014). Additionally, employees are recognized through appraisals which are a critical part of performance management. It also helps in the provision of employee feedback and planning by the human resource.

Avoidance of Litigation

Performance appraisal is not mandated by labor and employment regulations. However, there is a prohibition of the discriminatory actions that are not related to the job factors. It, therefore, means a well-designed and document appraisal process helps in the avoidance of expensive disputes and litigation. In the development of a performance management system for the implementation of `the appraisal process, it is important to adequately train managers and employees.

Assessment of the Effectiveness of the Appraisal Tools

After the design of an appraisal program, it is also essential to plan for its evaluation after it is implementation. Two perspectives are used in the evaluation process. These include:

"Are we doing things right?"

"Are we doing the right things?" ("Evaluating Performance Appraisal 2018)").

Compliance: This entails the first question and it is about the establishment of whether there is compliance with the system, regulatory and programs details.

Effect: It entails the second question and it seeks to establish the effects of the implementation of the appraisal tools.


Atieno, J. (2014). Employees' perception of the importance of the performance appraisal in performance management at pa Africa Christian University. Retrieved from

Chapter 11: Employee Assessment. Retrieved from

Evaluating Performance Appraisal Programs. (2018). Retrieved from

Farcas, A., & Vuta, D. (2015). The Management by Objectives: A Tool Used for Remodeling the Romanian Organizations' Managerial Systems. Retrieved from

Haynes, K., & Bobrow, W. How to Design and Implement an Effective PM Program. Retrieved from

Neeshu, N. (2016). 360 Degrees Performance Appraisal. IRACST- International Journal of Research in Management & Technology, 6(1), 45-51.

Cite this page

Performance Appraisal Tools Paper Example. (2022, Jul 20). Retrieved from

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