Performance appraisal is a systematic way of assessing employee's individual performance. As noted by Osman (2013) performance appraisal is a developmental tool that is critical in informing the organization in the areas that it is doing well and on those that need improvement. While using this strategy, the past as well as the potential of the employee is measured so as to gauge his commitment to the organization's goals.
Appraisal methods
Rating scale
This strategy comprises of several numerical scales that represents job-related performance criterions like the dependability of the employee, output, initiative and attendance. The scale ranges from excellent to poor. During the appraisal, the manager adds up the total of the scores them derives a conclusion from the results Blokdijk (2015) reiterates that the method is easy to use and is cost effective.
Critical incidents
The approach entails the documentation of the employee performance in the organization by the supervisor. The leader documents areas that the employee performed exemplarily and those that need improvement.Osman (2013) highlights that the method is useful as it focuses on real job experiences and is backed by a detailed review of the employee's performance on the daily basis.
Management by objectives
In this method, the managers, and the employee develops a list of targets for the employee to attain during the performance review period. Primarily, the objectives have to be SMART and must be aligned to the general goals of the organization (Blokdijk, 2015).If the employ fails to accomplish any of the set objectives, the manager and the employee can develop new objectives and strategies.
Strategies for conducting an appraisal interview
Appraisal interview is an effective tool of management that allows for the employer to communicate on one on one basis with the employee. The main aim of the interview is to review the accomplishments of the staff of the previous year, planning of the future performance objectives and engaging the employee in a constructive dialogue on how he can improve on the areas that he performed decimally.
Before the appraisal interview, the manager has to communicate the intentions of the appraisal to the employee on time. Also, the manager has to plan for the interview by gathering all the necessarily data, documentation notes, and observation.
The supervisor has to give the employee appraisal forms to feel long before the interview data.Osman (2013) argues the interview has to be set on a date and time that is convenient for both the employee and the supervisor. During the interview, the employee should also be given a chance to talk about his accomplishment are those areas that he think he didn't perform well. The manager also has to provide room for constructive criticism in areas where the employee thinks that the management did not do well
On the other hand, the employee has to prepare by gathering all the necessary documentation, identity his accomplishments. Before the interview, the employee has to conduct a self-assessment and prepare the necessary questions to ask during the interview.
Reliability of appraisals
Appraisal validity and validity remains an issue of concern in most appraisal systems. However, the conventional appraisal criterions are often met with substantial resistance. For a performance appraisal to be reliable, the appraisal system must be consistent and objective while measuring the performance of the employee. Without reliability, the employee will lose trust in the appraisal process thus leading to the employee backlash. Also, if the employee does not buy into the employee appraisal system, the appraisal might not accomplish its primary objective of motivating employees and improving performance since the employees will be frustrated.
Criterion deficiency and contamination issues
A criterion refers to evaluative standards that the manager can use to measure the success or failure of the employee. According to Blokdijk (2015), criterion deficiency and contamination is critical in enhancing the reliability of an appraisal process. Criterion deficiency refers to a situation in which the dimensions in the ultimate measure are not cat captured by the actual measure. On the other hand, criterion contamination refers to a condition in which the real criterion is not part of the ultimate criterion.
Rater errors
A rater error always occurs when the appraisal process become biased. A process that is subjective and does not concentrate on the stated objectives may not help the organization to enhance performance. For instance, critical incidents can focus on employee's mistakes thus making the whole appraisal process unreliable.
References
Blokdijk, G. (2015). Performance management-simple steps to win, Insights and opportunities for mixing out success. Queensland: Emeroe publishing.
Osman, I. (2013). Handbook of research on strategies performance and measurement using data employment analysis. London: IGI Global.
