The Politics of Performance Appraisal: Human Resource Management

Employees are critical players in any organization since they contribute to growth and productivity; hence the performance evaluation is necessary to ensure quality results. The appraisal is a continuous procedure of acquiring, investigating, examining, and reporting information about an employee's endowment. High valuable employees are rewarded while low talented employees are either improved on or eliminated with time. The paper focuses on the performance evaluation system's objectives, the basis of the goals on analyzing the manager's perspective about the performance appraisal, and commentary report on the fine-tuning model of performance evaluation as a human resource manager vice-president.

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Employees' performance evaluation objectives. The purpose of evaluating the employees' performance is to enable the human resource management to develop and upgrade persons and teams, hence the organization's value achieved through coaching and training programs, individuals research, and the implementation of acquired skills and capacities. Secondly is achieving a change of the traditional way of doing things into integrating a high-performance culture. Thirdly is to advance the dimensions and abilities of individuals and beyond expectations into attaining their vast potential to the advantage of themselves and the industry. Fourth, provision of ground for self -realization/ improvement and enhance the aid required individuals need to better their performance levels.

The managers' perspective of performance appraisal entails; communication of the supervisor's view of performance more vividly. The clear view report aids in understanding the organization's direction in terms of its productivity, identifying areas of improvement and strategies of shaping the employees' value. Acquire sight about the subordinate; this creates a clear image of the staff's worth, acknowledging who deserves attention and who the company holds to promote a more extended working period. Develops the ability of differentiation between high and low performer and facilitate the employees' competency.

As the vice president of human resource manager at ABC industries, I can't entirely agree with the fine-tuning evaluation method as a prevalent practice among ABC managers. Therefore, introduce a new strategy to minimize the course. The steps involved would be to effectively communicate the evaluation's objectives to channel every employee behavior into motivation and rewarding systems such as salary modification or promotion to the outstanding performance, thus encouraging an upward target towards quality and efficient work.

Emendation of performance norms through establishing a detecting system of employees' availability at work in the industry, thus controlling and accounting for the performance trend semi-annually. Intriguing and appraisal performance supports an individual version that is fair and creates a personal drive to perform best in their field. A positive mental attitude promotes efficient, quality, and less time-consuming actions, thus boosting industry welfare. Execute an evaluation program conducted by the subordinate enabling self -evaluation among themselves and submit the report to the human resource for follow-up of the right conduct-acquisition of a feedback procedure for clarity and effective communication that is open and adjustable.

Integration of a political system of performance appraisal defers with the managers as they channel what is suitable for improving employees' performance. Establishing an equal and efficient evaluation for all people creates a conducive environment to discharge all duties accordingly. Increase the quality and raise high standards of performance that sustain the industry over the years. The purpose, goals, and objectives of the appraisal are achieved, therefore, consistency and competence development planning. High performance is suitable and leads to increased productivity in production, quality, and less cost incurred.