Abstract

Performance management has a very significant role in the effective management of an organizations workforce. Thus, in order to gauge performance, the most widely employed tool by most organizations is the performance appraisal. Performance appraisals are used for evaluation of the workforce in order to place and reward them equitably. However, this can also be a cause for distress within an organization and can effect employee motivation as most appraisal techniques are strictly heuristic in form, not providing much room for subjective assessment. The topic has received a lot of attention in both theoretical study and daily practice due to its importance. This literature review will attempt to study various case studies and academic literature on the topic, and analyze their different takes on the topic to form a collective view on the use and effectiveness of performance appraisals as a management tool.

The Effectiveness Of Personal Performance Evaluation

Introduction

Performance management systems, and resultantly performance evalutaions, are esstential to effectively manage human resources. Performance evalations help in identifying the performance of all employees with regards to their own job descriptions, departments, punctualiy, adherence to organizational rules, and also evaluate their affiliation with the organizations culture. This helps review the overall performance of an individual employee, and helps in the assessment of rewards or reinforcement required in line with the same for the Human Resource departments (Abedi, Pp. 90). In addition, performance evaluation can also effectively raise employee motivation, however a very strict assessment policy can also decrease it. An organization's performance is dependent upon, although not in entirety, on the performance of its employees. Thus, performance management system plays a vital role in the development and success of the organization, as a whole. In light of a US-China joint venture currently under way, it will require taking into consideration the new business environment, different culturual implication and other factors that differ between the host and investing nation. Therefore, this paper will deal with the identification the different critical issues that need to be addressed in developing, implementing, and evaluating a performance management system for this US-China joint venture.

Literature Review

Organizations need to focus on setting realistic targets and goals that can be achieved collectively by its workforce in its infancy phase. The fact plays out here as the venture in question has been newly established in China and would require a streamlined start in order to accomplish its organizational objectives. In this regard, it can be said that the organization review the traditional performance systems of the the host country in order to tailor its implementation for implementation. Furthermore, the organization should focus on reviewing the performance of its own employees only after the first six months, in order to make sure that the employees are provided with the minimum required time to adjust to the organizations performance system (Boudreau, Ramstad, 2006).

Bowling (1990) stressed on the point that the method for performance review implemented by an organization should always be based on the method that has been traditionally adopted in the host ...