Benefits of Appraisal
One of the most basic benefits of appraisal is that in the corporate world it offers a chance of coordination between supervisor and the subordinates. They can discuss their issues and can have a one-to-one discussion. Supervisors and subordinates have reported positive and beneficial experiences in the exercise of performance appraisals (Berry 2002). Appraisals offer the organization a valuable opportunity to concentrate on work related activities. It stresses on correcting the existing problems and encourages better future performance. The performance of the entire organization is enhanced by performance appraisals.
For certain employees the only official appraisal interview can be considered as the only time they get an uninterrupted access to their supervisors (Grote 1996). The performance appraisal interviews and different methods help the employees a lot and they create a sense of self belief in them. That is the reason why many organizations stress a lot on performance appraisals and they must not underestimate the interaction of supervisors and subordinates (Falcone & Sachs 2007). Besides that there are certain benefits of performance appraisals that are listed below:
• Motivation and Satisfaction • Training and Development • Recruitment and Induction • Employee Evaluation 3. 1 Motivation and Satisfaction Performance evaluation can be taken
Need essay sample on "Benefits of Appraisal"? We will write a custom essay sample specifically for you for only $ 13.90/page
Employees believe from performance appraisal programs that the organization is interested in their efforts and the entire organizations and especially their department focuses on their performance and development. This factor can be a very beneficial factor and it can have a positive influence on an employee’s performance, commitment and belonging. This factor of individual recognition cannot be overlooked and this can be treated as strength on human desire. The elements of absenteeism and turnover rates in certain organizations can be reduced if proper attention is paid to it (McKirchy 1998).
Performance appraisals on regular basis can be considered as a good start. 3. 2 Training and Development Performance appraisals focuses on mutual coordination between supervisor and subordinate and it stresses on providing an excellent opportunity in developing an atmosphere that supports training and development. There are many individuals in the organization that reject the idea of training and development and that is the reason why during performance appraisals the presence or absence of these individuals are evaluated which helps a lot in changing the perception of these individuals.
Appraisals change the actual performance of employees (Lee & Son 1998). Performance appraisals help the organization to link trainings and developments with performance outcome and future aspirations. In an entire organization the appraisal data can be depicted as the overall demand for training. This data that is collected for training can be analyzed trough factors like departments, sex, and etc. Training and development can serve as an audit for the organization and it can help the organization in both the short and the long run (Beatty, Baird, Scheiner, & Shaw 1995).
3. 3 Recruitment and Induction Since recruitment and selection of an employee is an important factor and that is why appraisal data can be treated as an essential factor is monitoring the success of an organizations recruitment and induction strategy. Employees can easily b evaluated through performance appraisals and an organization can easily evaluate how well the hired employees are performing in the last three years (Calhoon 1967). The changes in the recruitment strategies can also be monitored through the appraisal data.
The entire organization can easily evaluate that whether the performance of workforce is improving. Declining or staying steady. 3. 4 Employee Evaluation The evaluation of employees is considered to be the major objective of performance appraisal. Although, evaluation and development priorities in certain organizations appear to clash that is why performance appraisal is considered as the process of examining and evaluating the performance of individuals in the organization (Swan 1991) (Morrow, Jackson, Disch, & Mood 2006).
Many organization of today’s world still retreat from the very idea of performance appraisal however many organizations consider their duty to conduct such evaluations. The need of evaluation must be balanced and organizations must develop an unbiased approach in evaluating the employees. 4. Conflicts in Performance Appraisal The need of performance appraisals is basically to provide an employee with a less than pleasing feedback. Employees must be dealt with care and the skills used by supervisors are considered to be a critical element.
Conflict arises in different situations and organizations must deal these situations in an effective and an efficient way. If the subordinate accepts the negative feedback and depicts its proactive approach then it’s quite beneficial for both the employers and the employees. But if the performance appraisal hurts the employee then the process of correction has failed. The performance of an employee deteriorates in these factors and his/her performance declines. There are certain factors related to conflicts in performance appraisal these factors are listed below: