Two Styles Of Evulation
PERFORMANCE APPRAISAL 1
PERFORMANCE APPRAISAL 7
Performance appraisal; Two Styles Of Evulation
Chelsea Mattingly
UMUC
Organizations’ want to ensure that they work towards success to achieve all the set goals such as a healthcare facility. An organization’s major purpose is to make profits based on the investments and activities it carries out. Therefore, it uses various techniques and methods to enable it to reach a level of success which is done by keeping a close control and supervision of the activities of the organization. Hence, it is its duty to maintain high productivity and production of quality products and services in the workplace. It is clear that employees are the major contributors to high productivity and increase in the quality of goods and services. Therefore, it is important to ensure that the performance of employees is closely checked and examined for the benefit of the organization.
Performance appraisal according to Deb (2006) refers to the process and technique by which the performance of a given employee is periodically evaluated so as to note any changes that may arise. It refers to the situation where employees are monitored and supervised by encouraging them to provide quality work which benefits both the employees and the organization. This is because once profits increase, employees are in a better position to receive better pays and also the organization will succeed leading to existence in the future. Performance appraisal mainly focuses on developing the employees’ performance in the workplace which leads to better ways of production and increased levels of productivity. It aims at using new ways of productivity and improving the skills and experiences of the employees.
Employees perform different activities in organizations based on their difference in skills and experience. This leads to a process where an organization can allocate different tasks to different individuals who can provide more quality work. This is called the division of labor where an organization divides the whole process into various subsections and assigns different employees in each section. However, the departments are always related which requires coordination so that the organization’s goals and objectives can be achieved in an expected manner.
Performance is mainly measured based on factors such as leadership abilities, output, the quality of output, cooperation in the workplace, skills and knowledge of the workers. Test are carried out based on the past performance and the current performance to influence future performance. An organization measures the requirement in each job and looks into the strengths and weaknesses of the individual assigned to that job. The major objectives of performance appraisal are to analysis how current the employees are and focus on coming up with various training and development programs whose aim is to improve the skills of employees and come up with new ways of performing activities. It also aims at increasing the levels of competency in the workplace and improves the communication skills of the organization.
Communication is one of the important factors in an organization that helps it reach its goals and objectives in a short period. It also leads to the evaluation of the various human resource programs which is done by viewing how limited resources are effectively allocated to the different departments that exist. Resources are limited thus requires close check up on how to allocate resources to the alternative uses that exist in the organization. Performance appraisal also aims at receiving feedback and any complaints from the employees, customers, management, suppliers and the stakeholders of the organization.
The methods of performance appraisal are divided into two major groups that are traditional and modern methods. Traditional methods comprise of methods like the checklist, rating scales, forced choice method, forced distribution method, field review method, and performance tests and observations methods. The modern methods consist of management by objectives, subjective appraisals, assessment centers and 360-degree feedback. However, there are differences that exist between these processes that differentiate every single method from the other. We can, therefore, compare and contrast between checklist traditional method and 360-degree feedback method which is modern.
Checklist refers to that process that focuses on the various traits of every employee in the organization. It comprises of preparation of yes or no questions that answer the traits of these employees. The person in charge only mainly focuses on coming up with reports by checking the employees. It is the responsibility of the human resource department to conduct an evaluation of the employees. Its advantage is that it requires limited training which leads to low costs and there are increased levels of standardization. Its disadvantages are that it may comprise of rater biases and the human resource may use ineffective measurements. Also, in some cases, statements are framed in the wrong way.
360-degree feedback refers to that process that includes collecting all the available performance data on a particular individual team which mainly focuses on stakeholders. Stakeholders comprise of customers, team members, supervisors and also other peers. Appraisers refer to any person who has important information and data concerning how a particular employee conducts a particular task. This technique is important because it leads to self-development and there is an existence of a wide range of information which can be compiled to come up with practical solutions to the problems facing various employees. This appraisal is important because it weighs interpersonal skills, skills that lead to an efficient team and also leads to a situation where customers are fully satisfied. However, since it requires feedback from various appraisers it may be a little bit intimidating and tiresome because you are forced to go through the information provided by many people. This is sometimes tiresome and also, time-consuming.
There are differences that exist between these two methods which are explained below. The first difference is that in directional checklist process of leadership style is used. The method mainly focuses on evaluating an individual according to strengths and weaknesses. Once this is done it is upon the employee to make the changes that are needed. In 360-degree feedback, once a problem is discovered the organization comes up with various methods to guide the operator to change. The organization uses coaching method of training and development which is conducted by practically showing the employee the various steps, moves and processes required for a particular change (Bohlander, & Snell, 2010).
Another difference is that in checklist appraisals are conducted on various occasions that are it is done after an extended period while in 360-degree feedback, evaluation of the employees’ performance is frequently performed and the various changes are made. Also, in the checklist, there exists a high level of formalities. The process requires various strict rules and regulations that govern the conduction of appraisal while in 360-degree feedback only a few formalities exist that is the process is not always complicated but requires little and simple rules. Another difference is that in the checklist it aims at influencing the values of an individual which in 360-degree feedback it affects the whole organization. Checklist aims at building controls while 360-degree feedback aims at developing the performance of the organization. The other difference is that the rewards of the checklist are mainly focused on individuals. This is where the individuals primarily benefit from the process by impacting on their personal traits while in 360-degree feedback it focuses on helping a group and the whole organization.
However, these methods are similar because they both aim at analyzing and evaluating the performance of employees and individuals. The both result to some existence of changes that bring about positive effects. They all lead to the realization of the various problems that exist in the organization set up. They result in increased communication skills and also increase incompetence in the workplace. They both result in the analysis of how productive an employee is to the organization and what changes to be made. They both aim at analyzing the allocation of limited resources to various departments (Daley, 1992).
Therefore, it is clear that organizations should ensure that they invest on the best performance appraisal methods that will help it work towards achieving all the set goals and objectives. The modern methods are more beneficial than traditional methods of performance appraisal.
References
Bohlander, G. & Snell, S. (2010). Managing human resources. Mason, OH: South-Western Cengage Learning.
Daley, D. (1992). Performance appraisal in the public sector : techniques and applications. Westport, Conn: Quorum Books.
Deb, T. (2006). Strategic approach to human resource management : concept, tools and application. New Delhi: Atlantic.
