Download Performance AppraisalBUS303: Human Resources ManagementProfe and more Lecture notes Accounting in PDF only on Docsity! PERFORMANCE APPRAISAL 1 Performance Appraisal BUS303: Human Resources Management Professor 2 “Performance Appraisal: The process through which employee performance is assessed, feedback is provided to the employee, and corrective action plans are designed”(SHRM, n.d.). Introduction Annual employee performance appraisals serve the organization in a multitude of different ways. Employee evaluations assesses employees against a set of established standards provided by the Human Resources department. In larger corporations, Corporate HR arranges the performance appraisals criteria and establishes how the personnel are to fulfill them.When properly executed, performance appraisals have the ability toenhance employee self- confidencethrough direct feedback on performance, boost supervisor – employee, and Human Resources (HR) rapport, and offer a method to advance one’s career path. Human Resourcescan provide a routefor employees' furthering their training and development, safeguarding the organization against claims of discrimination, based on labor or gender laws,as well asintegrating the organization’s goals into the employee appraisal process. Performance Appraisals are a Function of HR and Management Human Resources personnel play pivotal roles in the employee performance appraisal process. The primaryHR concern is to ensure smooth execution of the appraisal which the organization has taken the time to strategically detail and set forth so that there will be no punitive or legal ramifications.In an effort to support the organization’s goals, the authors at SHRM make a great statement on how HR should direct management to conduct the appraisals, “HR should take the lead to train managers on recognizing and ameliorating their effect on the system”(SHRM, n.d.). On the back side of the appraisal process, Human Resources provides the review; ensuring that appraisals are completed on-time and effectively. At the closure of the 5 Advantages of Performance Appraisals “If administered correctly, performance reviews can drive employee growth and departmental success” (Feldmann, 2017).Appraisals should make every attempt to provide positive and constructive criticisms to illustrate what the employee is doing well, also where perceived opportunities for improvement may exist. Managers discuss and initiate Performance ImprovementPlans (PIPs) for employees to establish and manage short-term and long-term performance goals. PIPs can be used as a guide that will provide the employees with a bespoke path to enhance and perfect their performance, including training and development resources. Milestones should be established for the employee to have touch points with the manager to ensure that they are on the right track to success. Potential Forms of Discrimination Performance appraisals can include some touchy subjects that in certain situations may be easily misconstrued by the employee being assessed. If the employee perceives any potential discrimination, there may be an attempt to levy legal action based on the results of their review.“In formulating performance appraisals, it is vitally important that organizations exercise extreme caution, due to thelegal implications that might be associated with discriminatory factors pertaining to age, race, sex, religion, or ethnic background, rather than job-related performance appraisals” (Yousseff-Morgan, 2015). Managers need to tread lightly on certain subjects, or talk with HR before evaluation to ensure that the way they are handling the situation is set forth in the legal way; not violating any Equal Opportunity Employment laws.“The Equal Employment Opportunity Commission (EEOC) emphasizes that performance appraisals must be related to the actual job activities that are nondiscriminatory, properly recorded, and documented”(Yousseff- Morgan, 2015). 6 7 Conclusion Without people, there would be no organization. From an organizational perspective, the purpose of the appraisal is not only to gaugean employee's performance, but also to help align or improve their work performance to [hopefully] exceed the expectations of the Organization.Through training and professional development established within the output (PIP) of the assessment, employees can obtain and further enhance the skills necessary to succeed. It is a collaborative effort between the manager and the employee; both are responsible for accomplishing the goal and achieving the desired outcome. The HR representative is present to oversee the appraisal process to ensure that they are being completed in a timely manner, manager-employee communication is clear, and a goal, or goals are set for the employee to meet and continue to be successful.
