Performance Appraisal

Performance Appraisal is the estimation of how the employees of an organization have performed over a certain period as well as to gain an understanding of how these employees work. It is a process through which an organization’s employees are assessed to ensure that they work in conformity with its goals. The appraisal is conducted as part of the performance management process of the organization because how it is handled is what determines whether the organization is able to achieve its goals or not. It can further be said that a performance appraisal is an assessment and discussion of how an employee has performed in his or her work and this assessment is based purely on performance and not on the characteristics that a re displayed by the individual employee. This process helps in the measurement of the skills that have been displayed and the things which an employee has accomplished with as much accuracy and uniformity as possible.

The understanding that is developed by the employee’s supervisor enables him to determine the abilities of individual employees and this ensures that they are placed in positions within the organization which will further its growth and achievement of its goals. Furthermore, it is designed to help the employers determine the areas whose performance needs to be enhanced as well as ensuring that the employees are provided with the opportunities that are necessary for the promotion of their professional growth. This process is done in methodical ways which gives the supervisors the opportunity to measure the payments that are made to their employees in comparison to the aims and objectives of the organization. Performance appraisal also gives the supervisors the opportunity to make an analysis of the factors that determine how the employees perform over a certain period. It is a system which helps the management of an organization to be in a position where it is able to provide guidance to its employees towards a path which will lead to their performing better in their jobs.

While performance appraisal can be considered to be an immensely important tool for that can be used by supervisors to gain an understanding of the people who work under them, it is not necessarily the only one. This process has to be augmented by the supervisors ensuring that there are open lines of communication available to employees throughout that ensure that there is an understanding which helps in the determination of a good and effective working relationship. When conducting a performance appraisal, the supervisor must ensure that each employee is given an appraisal that is thoughtful and careful so that an accurate assessment can be made. In order for a performance appraisal to be successful, the supervisor must display a willingness to conduct an appraisal that is both constructive and objective. In addition, the employee must display a willingness to take positively all the suggestions that are made to him or her, and to be able to work with the supervisor to achieve the goals of their organization.

A performance appraisal is a process that is conducted once every year by a supervisor to evaluate the performance of all the employees that work under him. There might arise cases where an employee may have changed jobs within the period before the appraisal and in such cases, both of the supervisors of this employee during his period have to make a submission of his or her performance so that a fair appraisal can be made. During this process, the most up to date job description of the employee on file is evaluated by the employee and their supervisor and if it is found to be necessary, this description can be revised. The process also involves a review of the salary increase to which each employee is entitled and this tends to be subject to the approval of the administration. The basis upon which this increment is allocated is that of the merit of the employee’s performance and its aim is to reward the top performers within the organization as a match for their contributions. 

In many organizations, the performance appraisal is part of the annual activities that have to be conducted. However, in many cases, the role that is given to the supervisor as judge tends not to be taken lightly and it is in fact heartily disliked by many supervisors. This is due to the fact that many of the supervisors involved tend to hold the fate of their employees in their hands during this process, something which can be disastrous for both parties involved. Many of the supervisors who conduct the performance appraisal tend to be influenced more by the recent actions of the employees than that of the entire period of the appraisal. Since most of the information gathered by the supervisor is based on recent memory, it is often difficult to create a true picture of an employee’s performance. One would go as far as to say that the appraisal process is flawed because it lacks the objectivity needed to judge the employees fairly.

It is common practice in many organizations for the supervisors to put off conducting performance appraisals for their employees because of their discomfort over being the judge of the level of their employees’ performance. This, in the process, ensures that many of the performance appraisals are often long overdue and this creates a situation where the employees become resentful of their supervisors. Many employees often feel that their supervisors are denying them the right of receiving a well deserved pay increment since the annual pay rises of the employees tend to be tied to how well they performed in their appraisals. The performance appraisal is subject to many complications some of which include inaccuracy of the information concerning employees. This is because of the fact that many of the decisions made by the supervisors as judges is often from recent memory and it fails to put into account the performance of individual employees throughout the period, usually a year. To avoid any conflict with the employees, supervisors end up assessing them favorably and not according to their real performance, ensuring that there is a flaw in the day to day running of the organization.