Performance Appraisal
[WLOs: 1, 2, 3] [CLOs: 1, 2, 4, 5]
A performance appraisal is a regular review of employee job performance and contribution to organizational objectives. In many cases, performance appraisals are conducted at the end of the year to evaluate
employee performance, as well as set performance for the next year. For this assignment, you will evaluate another function of HR and management and its contribution to effective performance management. Prior to beginning work on this assignment, read the article Adapting the Performance Appraisal Process to Meet the Needs of the Modern Workplace (Links to an external site.).
In your paper, Discuss how performance appraisals are a function of HR and management.
Analyze the basic components of an effective performance appraisal.
Explain how performance appraisals can contribute to organizational goals and objectives.
Explain the advantages of performance appraisals and how they contribute to effective training and development.
Explain potential forms of discrimination based on labor laws and regulations when conducting a performance appraisal.
For additional support with completing this assignment, please refer to the following tools:
Finding HR Journals in the AU Library (Links to an external site.). This tip sheet will support you in researching through the Ashford University Library.
What Is CRAAP: A Guide to Evaluating Web Sources (Links to an external site.). This will assist you in determining the reliability of an HR website.
Scholarly and Popular Resources(1) (Links to an external site.). This tutorial explains the differences between scholarly and popular resources.
Human Resource Research With FindIt@AU (Links to an external site.). This tip sheet will support you in researching through the Ashford University Library.
The Performance Appraisal paper
Must be two to three double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center’s APA Style (Links to an external site.)
Must include a separate title page with the following:
For further assistance with the formatting and the title page, refer to APA Formatting for Word 2013 (Links to an external site.).
Must include an introduction and conclusion paragraph.
For assistance on writing Introductions & Conclusions (Links to an external site.), refer to the Ashford Writing Center resources.
Must use at least two scholarly, peer-reviewed, or credible sources in addition to the course text.
The Scholarly, Peer Reviewed, and Other Credible Sources (Links to an external site.) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is
appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment.
Must document any information used from sources in APA style as outlined in the Ashford Writing Center’s Citing Within Your Paper (Links to an
external site.)
Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center. See the Formatting
Your References List (Links to an external site.) resource in the Ashford Writing Center for specifications.
Carefully review the Grading Rubric (Links to an external site.) for the criteria that will be used to evaluate your assignment.
Performance Appraisal
Goal setting is a fundamental process in every organization. The outlined goals determine the company’s focus for the specified period. However, in order to enhance the achievement of the desired results, leaders need to not only enact sound management policies but also ensure workers are adequately equipped to handle the assigned tasks. The need to measure employee performance concerning the organizational goals raises the need for an exercise that can help establish whether an employee is competent in their operation area. Therefore, performance appraisals are aimed at evaluating performance and providing feedback to help one improve on their weaknesses while building on their strengths.
The Role of HR In Performance Appraisals
The human resource department is critical in every organization. HR’s major responsibilities include hiring and training the human resource necessary for executing an organization’s activities, therefore playing an integral role in achieving the desired results. Besides conducting recruitments and training, HR is responsible for evaluating employee performance to ascertain that the organization’s needs are met (Ahmed, Majid, & Zin, 2016). In particular, the department is integral in formulating and conducting performance appraisals. As such, by being in charge of all human resource functions, HR assumes the role of conducting performance appraisals.
Basic Components of Performance Appraisals.
Performance appraisal helps fulfill critical functions. Evaluations are particularly important for providing feedback on employee performance, modifying behavior, and providing leaders with credible data that they can use to determine assignments and other important factors such as compensation (Feldmann, 2017). In order to achieve these results, a performance appraisal needs to have defined objectives, meaning the evaluators ought to be sure and consistent regarding the evaluation criteria (Feldmann, 2017). Feedback is also an important element as it helps people establish their weaknesses and strengths. A performance improvement plan that can help address the identified weaknesses is another essential element of appraisal exercise (Feldmann, 2017). Overall, a performance appraisal should identify problematic areas and appropriate corrective measures.
Role of Performance Appraisals in Training and Development.
Performance appraisal presents organizations with several advantages. Firstly, leaders can monitor employee performance and provide feedback to improve personal and organizational-wide achievement. Besides, performance evaluation motivates employees to work on their weaknesses while capitalizing on their strengths to achieve the set objectives (Feldmann, 2017). Evaluation results are also critical in developing, planning, and designing training programs. For instance, managers can use appraisal exercises to identify the areas the organization needs to improve on in order to enhance goal achievement (Feldmann, 2017). In conclusion, performance appraisal helps improve individual and organizational performance by identifying areas that need improvement.
The Potential Risk of Discrimination.
Although performance appraisals provide a great opportunity for performance review, the exercises can potentially cause discrimination, at least regarding some labor laws. For example, Title VII of the Civil Rights Act of 1964 and other labor laws warn against discriminating against workers based on their color, race, religion, sex, and nationality (Veirs, 2017). The equal employment opportunity commission, which is a result of Title VII, makes it illegal for employers to discriminate against employees on such factors as compensation, privileges, and work conditions (Veirs, 2017). Unfortunately, since companies rely on performance appraisals to determine pay rates and other privileges, there is a possibility that such actions can appear discriminatory. Overall, the requirements of Title VII of the Civil Rights Act of 1964 raises the possibility of appraisal exercises being deemed discriminatory.
Conclusion
Generally, performance appraisal is essential in monitoring employee performance and providing the feedback necessary for improvement. Through such reports, employees can identify and improve on their weaknesses and, at the same time, build on their strengths. As the primary organ in charge of all human resource activities, the HR department plays an integral role in planning, designing, and conducting performance appraisals. Also, performance reviews help the HR formulate the appropriate training programs necessary for imparting workers with knowledge and skills that can enhance goal achievement. Unfortunately, in conducting such reviews, companies can easily break labor laws such as Title VII of the Civil Rights Act of 1964.
References
Ahmed, U., Majid, A. H. A., & Zin, M. L. M. (2016). HR Moderating HR: Critical link between Developmental HR Practices and work engagement in a Moderated Model. Management Review: An International Journal, 11(2), 4.
Feldmann, J. (2017) Adapting the performance appraisal process to meet the needs of the modern workplace, Forbes, 2017, Retrieved from www.forbes.com/sites/forbeshumanresourcescouncil/2017/12/01/adapting-the-performance-appraisal-process-to-meet-the-needs-of-the-modern-workplace/#634101255342
Veirs, K. (2017). Avoiding workplace retaliation: Guidance for employers. Employment Relations Today, 44(1), 57-63.
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