PERFORMANCE APPRAISAL

Performance Appraisal: A case Study of Barclay's Bank

[Name of the Institute]

Performance Appraisal: A case Study of Barclays Bank

Introduction

The human resource management has been defined as "the science and practice dealing with the nature of relationships employment and the set of decisions, actions and issues linked to such relations” (Boxall, 2003, pp. 41). Addresses policies and practices consider the use enterprise management and workers as a source of activity in the context of overall business strategy aimed at improving productivity and competitiveness. It is a term that often described the entrepreneurial approach to management staff based on the priority given to participation workers, usually, though not always, in centers non-union labor, in order to motivate them to increase productivity. This study area was formed on the basis of the merger of various theories of scientific management, the social work and industrial psychology at the time of the World War I and has evolved considerably since then. Currently, focuses on the techniques work organization, recruitment and selection, performance appraisal, training, improved of qualifications and career development, and direct participation of workers and communication (Boselie, 2002, pp. 165).

Importance of Performance Appraisal

The staff appraisal or performance evaluation is defined as a systematic appraisal of the value that an individual shows, personal characteristics and / or for providing, with respect to the organization of which it is part, expressed periodically according to a precise procedure by one or more persons responsible in this regard and to know the individual and their work (Beer, 1985, pp. 31).

The concept of performance assessment is a basic and fundamental task of management, understood as a rigorous process that enables proper management of human resources by obtaining information from the contribution made by each employee in a given time period to the achieving the objectives of the organization Then you can define the performance evaluation as a systematic and periodic analysis for determining the efficiency with which people have carried out their duties and functions in the organization. Performance evaluation also allows a prediction of the potential of the person assessed, as well as an indicator of training needs.

Different Styles of Performance Appraisal

Most organizations in US have tried various performance appraisal formats in the past but which one works the best is yet to be known. Interestingly, performance appraisal is not only the most common HR activity but also the most disliked. This feeling of loathing and fear is common to both employees and HR managers. This is so because the people who perform this function, that is the HR managers as well as the people who get influenced by performance evaluation, that is the employees, are not the people who developed the forms or the processes (Chenhall, 2003, pp. 117).

Hence, performance appraisal should not be mere filling of performance forms, as even getting these forms filled for 3600 evaluation will not help the organization reap the benefits unless a proper format is not followed. From the point of view of the supervisor, an ideal performance appraisal is ...