This assignment ensures a complete thorough, thoughtful and objective analysis of a performance system by identifying the strength areas and the areas that may need improvements, and making recommendations based on the analysis. The paper also highlights, methods and sources of performance appraisal, major goals of performance assessment system, and the strengths and limitations of the performance assessment system
The Organization Information
The organization has more than 200,000 workers in 37 countries. Workers appraisal administration and performance management is a complex process, but some years back the organization had many debts, and the organization’s heavily furniture invested business was draining its profits. The top management knew that they had to take action to concentrate on worker’s performance attention, hence discovered another management performance and system of review.
The Appraisal Systems
The institution I work for has over 200,000 workers, it has appraisal performance system that concentrates on each worker considerations on assisting the organization carry out its high performance plans. It is an online scheme in which many workers and managers in the in the whole world can put in and appraise their objectives and performance information in an electronic manner (Kreitner, 2008). In facilitating the filling in of question papers, the company has a wizard that show the way the user should move from one stage to the other. Further more it has fixed timely and pull-down menus.
The mechanism concentrates on every body’s attention on target-oriented performance. It brings out the worker’s expansion requirements that combine organizationally important and of importance to the worker. It provides bosses with instant reach to worker’s performance information. And sometimes most significantly it assists in keeping every worker’s performance concentrating on attaining individual’s objectives that keep supporting the company’s objectives.
So the company’s current performance assessment system performs the purpose of targeting performance of the organization as a combination of systems discussed by Dessler and other scholars (Grote, 1996). Also it has the same ingredients like employee’s career objectives as a combination of these discussed by Dessler and other scholars. So, the systems are all subjective and description ways of performance appraisal, usually rooted on the worker’s absolute performance.
Appraisal Performance Goals
The appraisal performances are useful in effectual management and staff examination. It assists to build up people, develop the performance of the organization and renders to the plan of the business.
Yearly appraisals permit administration and supervising principles, approving prospects and objectives, and allocation of everyday jobs and tasks. It institutes the personal and organizations training needs and planning.
The goals to appraise workers performance include the following; the process gives significant effort on which the managers base during promotion and salary increase judgments.
The process allows the managers and the workers to make correction and deficiency plans that the appraisal may have uncovered and to emphasize the things that the workers do in the right way.
The process may serve as an important career-planning function, by giving the chances to examine the worker’s career plans in the sense of their strength and weakness exhibitions (Grote, 1996).
The other goal of appraisal performance system includes; ensuring the consistency between the internal elements and that they are all sensible concerning what the company wants to attain.
The Pros and Cons of Rating Sources and Methods
Most appraisal processes use immediate supervisors for worker’s appraising.
The pros of this source includes Supervisors appraisal is comparatively uncomplicated and also much sensible. The supervisor must to be and always is at a good level to look and examine their workers’ performance. They are also held accountable of individuals’ performance. Many appraisals around 90% are made by the workers’ closest supervisor. This evaluation will then be reviewed by the senior supervisor than the earlier one.
The con includes; the method is mostly used, the ratings by this method are no cure to all problems. Depending only on them is unadvisable. For instance a workers’ supervisor might not know how other individuals relay on the worker rate the individuals performance. Also it holds water by saying that the closest supervisor might be biased or against some workers.
This involves the use of self managing group. The pros are; the method is popular and effective, it encourages workers to analyze other workers performance apart from just receiving the rates. The workers are given a wider range of feedback, it lowers the managers’ rating load, and many groups run at the same time as the managers presence is not a must hence saving time.
The cons include; the theoretical basis of seeing trouble that follows person’s having evaluated negatively from peers. Sense of balance or constancy theory, the notion of reciprocity in social exchange, states that one will pay back the fellow on low rating by the earlier resulting to poor rating to the later (Sandler & Keefe, 2003). Consistency theory leads one to anticipate other results after the source derogation. The skill of evaluation may lack in some employees, their might be a lack of seriousness hence allowing friendship trait.
The team comprises of the worker’s closest supervisors and other few seniors. The source reduces biasness, and gives the procedure of appraisal performance observed by many individuals in the panel.
Many a time is used together with the supervisor’s source of rating. The main disadvantage is that workers may rate themselves higher than how they can perform.
This is the process used to evaluate the performance of supervisors. It helps senior bosses to rate the subordinate style of management and know the potential individuals weaknesses, hence take measures to correct. The issue of anonymity has some effects on this source. The subordinates feel secure by giving anonymous answers. These who name themselves issue inflated answers. This information can be used to better the performance of bosses.
Methods of Appraisal
The Method of Graphic Rating Scale
This method lists a number of characters and each performance. The characters listed may include reliability and quality, and a ray of qualities for every character. The rating is just done by circling the score by the supervisor that best suits the worker.
The advantages include; the process is simple in using and the quality of every employee is given. The cons include; there is the problem of standards being not clear, the effects of halo can be seen, central bent, it is lenient, biasness are the common problems.
BARS/ Anchored Behavior of Rating Scale
The method gives anchors behavior and the accuracy of the method is high. The disadvantages of this method include the difficulty in its development.
The source is uncomplicated in its usage though not as graphic rating scale, it provides the avoidance on central tendency and more rating scale troubles. Its cons include, making the workers to disagree and might be unjust when every worker is brilliant.
Forced Method of Distribution
In this method bosses place predetermined values of subordinate’s category of performance. The method kills the self-esteem, brings about inequalities in different departments this is because departments that perform highly may to loss some workers as it is a must, while poorly performed departments still retain some of its workers. Also the office political affairs and biasness might alter the results (Patterson, 2004). The main disadvantage is that the review outcomes relay on sufficiency of the innovative choice of on the benchmark.
The advantage of this system includes improving the performance as every employee work hard to ensure they are not in the last category that may be laid off. Also it ends with predetermined employee number in every group.
Results /MBO Method
The method is fixed to performance objective that are agreed upon jointly makes its advantage. The disadvantage is that the method consumes a lot of time.
Computerized and Web-Based Performance Appraisal
The Computerized and Web-Based Performance Appraisal system provides a menu of many dimension evaluations like reliability, schemes and scheduling and production. In each dimension there are many performance aspects, again given in the form of a menu. For instance in the aspect of communication, there are different issues for writing, oral communication, feedback reception and critics, desired results focusing, informing others and frankness.
The clicking on a performance factor by the user provides a comparatively complex account of an explicit rating degree. In this method instead of numerical, worker appraiser anchored behavior examples. For instance, oral communication has six options from available clear ideas to absent structures. Picking the slogan that is more correctly explains employee by the boss, the appraiser creates appraisal having sample text.
Performancepro.net by HRN Group of Management is the net based performance appraisal system. It assists the bosses and their assistants to expand performance goals for the workers and to carry out appraisal annually. The improvenow.com is the wed based that allow workers to complete 60-quiz online in the presence or absence of manager’s approval, then surrender the feedback of the group to the manager general score.
The electronic performance monitoring
While the performance monitoring through electronic system uses the network technology of the computers to provide bosses with reach their workers’ computers and phones. Hence, allowing bosses the capability of determining every moment in the whole day the speeds at which workers are doing the work, their level of accuracy, log in ad out, and even including time spend in toilets. The advantage of this method is that production is improved in conditions but the process can backfire if manned labor produces much poorly done work.
Strengths and Limitations of the Performance Assessment System
Performance Appraisal and Job Analysis
The workers are appraised basing on what individuals have done with respect to attaining specific standards expected to be measured. However the boss should make certain that the worker’s goals and performance standards are sensible in conditions of the organization’s main aims. To clarify the expectations of bosses from the worker is tricky, the boss analyzes the job
Validity of Performance Measurement
After the development of duties and qualities, the boss has to establish the workers performance of these duties. Measurement gives another purposive element to the review. Preferably, dimensions could be taken in line with the earlier performance .whether of the personal worker, the team or the organization as a whole. For new starting organization, the review system do not have the baseline performance to determine against, hence it has to come up with realistic goals rooted on business wants or on the similar performance of contestants
The workers performance is an important condition in any organization’s capability in achieving its objectives. In a sole proprietor business, setting of goals and attaining them is simple. But taking the firm to its objective in large companies entails the boss figuring out every individual’s duty in that attainment, communicating the duty to the workers, and rewarding or correcting their performance (Patterson, 2004). This also signify that the appraisal integrate other conditions like collaboration capability and sense of teamwork not on individual basis.
Teamwork has some effects on the organizations learning conditions. It brings out the with conditions of sharing the responsibilities, skills and incorporates nonstop professionalism and own development of workers.
The legality of standards and methods used
Federal laws connected to appraisal of performance like the EEOC act of 1972 has changed the review process have made the process to have legal defense. The appraisal performance involves raising, promoting, training chances and other career connected dealings. If the boss is incompetent or unfair in the appraisal then the review can be fortified. The appraisal procedures by the employer have to be legally defensible.
The stages that ensure the appraisal defense are; development of criteria for appraisal from the job analysis documentation, communication should be made to workers through writing, basing the process dimensions of each job evaluations separately, including the worker’s processes of appeal as they should have the chances to appraise and make recommendations on the process. The stages should also include the absolute powers in determining the personnel deeds should not be vested in a single appraiser, documents bearing all the information on personnel decisions should be in written. Lastly the supervisors should be trained on the appraisal instruments usage such that in the absence of formal education, they should be given the instructions to use in the written form.
Equity of standards and methods used
The equity theory is a model of motivation that states how individuals struggle for justice and is rooted on cognitive dissonance theory, brought up by social psychologist Leon Festinger in 1950. The theory Festinger, individuals are motivated to maintain consistence between their cognitive believes and their behaviors
This model states that contentment is a utility of how just a person is handled at the place of work. Contentment comes from person’s awareness that the job outcomes, connected to efforts, comparing constructively with other important outcomes/efforts. The model was proved by a meta-analysis that involved 190 researches and 64,757 individuals seconded the model. The worker’s awareness of being handled just at work place is highly connected to overall work contentment (DOI, 2004). Hence bosses are encouraged to observe worker’s justness awareness and to interact with workers in such a manner that they feel justifiably handled.
Clarity of standards and methods used
The blurred standard’s review troubles have an insinuation that the balance of appraisal is too open to be interpreted. The scale might be purposive but probably would give rise to unjust reviews since the characters and levels of advantages are open to interpret. For instance diverse supervisors give the meaning of the phrase ‘good performance’ in a different way. And similar applies to character. The finest way to correct this dilemma is by developing and including the evocative phrases that give the meaning of each character and level of advantage.
Ethics of standards and methods used
In abandoning or abusing the performance review process is a break of business ethics. The ethical consequences of appraisal of performance have resulted to bosses and workers to a degree of disappointment, cynic and withdrawal. Many bosses have talks on ethics yet its recognition or action upon it in their management duties is impossible. Bosses have to know that ethics is the process of choosing and performing.
The expertise proves that managing the review of performance process is generally more critical than verdict made in the process. In most cases when ineffective individual is endorsed to a higher position, there are no expiations given. A time chief miscommunications happen in the process of review of performance as a result of ethical orientation differences. For instance the appraiser may the report is a requirement hence rules and regulations have to be followed yet the one being appraised will say “I have given much in this institution hence no time for report preparation that no body will have to check”. At this point the boss is on adherence to the rules and regulations while the worker is oriented to the results.
Fairness of standards and methods used
To shun disappointing employees, stop panelizing workforce for issues past their run by bearing in mind related conditions that obstruct performance. Struggle to promote motivation, novelty, performance and creativeness. The awareness that a review system provides fairness cheers positive approach towards the appraisal system and generally the organization. The notion that the system of appraisal provides fairness has been connected to the following advantages; the evaluations of the performance will be accepted, the process of review will provide satisfaction, there will be motivation that improves the performance (Murphy, 2004). The supervisors will be trusted, the employees will be committed towards the organization and employees will intent to remain in the company.
Employee Training and Development Initiatives
Educating bosses on the ethics of just performance appraisal, stressing the ethical responsibility for honesty and truth is necessary as reality is building ingredient. The initial element is stressing the fact that correct appraisal of performance is another manifestation of agape. The employee loves the aspect of that balance bear and answerability in order to encourage the best welfare of the worker and the organization; any frank appraisal ability makes workers to charge themselves where they belong.
The performance feedback is a major issue leading to ineffectiveness of workers. Bosses failure in honest corrective feed back, the underperforming workers impose costs on coworkers through higher rates of errors and elevated work order hence rising anger and job stresses. The practical performance review accentuate that precise reviews may amplify the temporarily confrontation and conflict but eliminates the bitter fruit of biasness in reviews.
To expand appraisal knowledge, training and development of bosses in the fundamentals of performance appraisal counting recognition of ranking errors and development of tactics for conquering rater errors including schooling, performance feedback ability to develop, documentation paraphernalia, worker efforts initiatives and interrogating expertise development.
Conclusion and recommendations
Bosses should not follow tabulated organization rules procedures if they do not keep them in practice. Employees mostly follow what their senior officers do therefore it’s the duty of senior managers to lead by providing good examples on how things should be done in the organization. Employees are also encouraged and motivated whenever they do a recommendable job or have been able to make great achievements. Therefore, the administration of an organization should implement transparent and accurate policies and procedures which are well know by the employees and administrators such that they are able to relate to and own them.
The managers should rate performance of the employees on a criterion of objectivity so that it would encourage those who are appraised to continue being dedicated to their operations. While, on the same time it should motivate those who are not appraised to put more effort on the duties which they are assigned.
It is also important to keep the employees informed through appropriate feed back so that at any given time they are informed on how they are performing. It is advisable for the administrators not avoid conflicting with the employees when ever they are given high or low ratings in their performance (Kreitner, 2008). Bosses have to make durable commitment to their workers progress by shaping and appraisal performance systems plan and administration that really help the workers, and the performance of the organization at large.