Abstract :
Humans are the greatest assets and play a key role in achievement of organizational purposes and goals, it is essential that those superior to other individuals in organizations know what factors motivate humans to reach better performance. If organizational management or leadership takes this important issue into consideration, it should put a great deal of emphasis on HR development in goal setting and attainment of its organizational goals, strategies, and policies.
An important managerial controlling responsibility is determining how well employees carry out the duties of their assigned jobs. This is done through performance appraisals, in which work performance is reviewed. Performance appraisals let employees know the level of their job performance as well as any expectations that the organization may have of them. Performance appraisals also generate information for salary adjustments, promotions, transfers, disciplinary actions, and terminations.
None of the manager’s actions is as personal as appraising the work performance of others. Indeed, next to disciplining an employee, performance evaluation is likely the most dreaded task a manager faces. Because work is an important part of one’s identity, people are very sensitive to opinions about how they perform. when a supervisor becomes an ‘expert’ on a worker’s performance, employees will often become resistant or even defensive. However, creating a positive environment, involving the employee in the process and discussing performance goals can help mitigate some of the challenges of performance evaluations.
Indeed, when used correctly, performance appraisal can be one of the greatest tools an organization has to develop and motivate staff. It can also encourage staff and increase retention and productivity; however, in the hands of an inept or inexperienced manager, the appraisal process may significantly discourage and demotivate workers.
In addition, because a manager’s opinions and judgments are used for far-reaching decisions regarding the employee’s work life, they must be determined in an objective, systematic, and formalized manner as possible. Using a formal system of performance review reduces, but does not eliminate, the appraisal’s subjectivity. In addition, the more professional a group of employees is, the more complex and sensitive the evaluation process becomes. The skilled leader-manager who uses a formalized system for the appraisal is better able to build a team approach to professional work.
Keyword :
Performance appraisal; checklists; self-appraisal; Peer review