Human Resources Performance Appraisals

This paper should include sections on the strategic favours of performance judgments, potential forms of bias within the appraisal system, as well as how performance appraisals can contribute to the achievement of strategic objectives. Performance appraisal is considered a key tool for managerial needfully of todays organizations and is the process by which organizations evaluate job performance. A performance appraisal system usually requires a manager to rate to each one employees performance according to performance criterias that have already been established over a period of time.Performance appraisal systems also provide a basis for planning improvement as well as means for determining merit increases, transfers and even dismissals. The most important purpose or endeavor of the appraisal is to improve performance and hence productivity in the future. Performance appraisals allow employees to see where they are at and managers can get valuable randomness from employees to help them make employees jobs more productive.As a result of appraisals, managers control over work and results may increase, problems can be identified early, employees are motivated by being allowed to input into and own their objectives, enhances communication, objective feedback given back to employees, facilitates decision making in regard to pay scale and promotion, centralized genius of performances. nearly strategic advantages of performance appraisals are that it can provide a record of performance over a period of time.Meaning that if you have been on the job for 5 years and the current appraisal is not up to par the employer can go back and look at past appraisals and see if its expense it to fix the problem to keep you or let you go. They provide an opportunity for a manager to meet and discuss performance with an employee. In larger companies an HR manager may hardly ever see the employees by doing the performance appraisal it allows for a one on one with each employ ee.Another strategic advantage is the appraisal provides the employee with feedback about their performance and how they completed their goals. Thus it also opens up the subject of how the employee could improve on the lower rated performances and provides an opportunity for an employee to discuss issues and to clarify expectations with their manager. finally some strategic advantages could be an opportunity to think about the upcoming year and develop employee goals and can be motivational with the support of a adept reward and compensation system.Some potential forms of bias within the appraisal system could be a Personality conflict between a manager and an employee and this could political campaign the manager to inaccurately assess an employees contributions to an organization. The manager could be comparing the skills and contributions of one employee to another and it could result in an unfair assessment of the employees. A manager should be assessing an employees performa nce after a pre-determined amount of time. A first-impression performance appraisal isnt enough time to make an assessment.It has the potential to be swayed either positively or negatively. A manager should never rate an employees performance based on recent behavior rather than on past performance. If an employee has a spotless record except for a recent mistake, the manager should not forget all of the good he or she has done. The last potential form of bias with in the appraisal system is that a manager should avoid political bias. This happens when non-performance related issues cloud the judgment of a performance appraiser such as spiritual beliefs or lifestyle choices.