Effectiveness of the Performance Appraisal Process

The Effectiveness of the Performance Appraisal Process

Introduction

The history of the performance appraisal research is full of finding various methods of enhancing the psychometric value of performance assessment deliver by performance graders (Therasa and Sulsky, 2009). The available literature provides two wide-ranging strategies for grading the quality of work at a maximum level. Various substitution formats and training approaches emerged as a result of the researches; basically the purpose was to modify the effectiveness of rating employees' performance. However, there are two specific differences; one considers the distinctions among behavioral oriented rating format and detailed quality oriented rating format. The other caters the unconditional and proportional evaluations. Eventually, behavior oriented scales necessitate the rating authority to evaluate either the rate of recurrence or the quality of a particular employee's performance. On the other hand, trait based scales necessitate to assess the employee on the bases of traits; for instance, supervising, managerial traits and innovations through the surveillance of the employees performance. Nonetheless, it has been identified that it is a complex task for a rater to rationalize or secure a specific ranking; and complete and accurate performance information is required to strengthen the comparative judgments. Moreover, some appraisals need to rank the employees on a performance curve (e.g. choosing the higher post for promotion within the organization), some appraisals judgments need an accurate evaluation (e.g. allocating upraise and bonus on performance). Finally, in some cases appraisals are utilized only and usually do not cater the depth of details needed to give the employee with the required feedback.

Problem Statement

Is the process of Performance Appraisal really effective? Which is the possible factor that can influence Performance Appraisal?

Discussion

While investigating performance administration the process begins with the rationalization of the procedure of administrating individual performance of the employees (Selden ...