Review the theory and practice of Appraisal.
"Muddle and confusion still surrounds the theory and practise of appraisal"Review the theory of appraisal and examine the practice in at least one organisation. Decide on whether or not you agree of disagree with Randell's comments. Appraisal is a major part of the Performance Management system and can be defined as a formal process of monitoring and measuring peoples performance against agreed work standards (assessment of the worth or value of an employee). It involves establishing clear objectives for each employee and evaluating actual performance in the light of these agreed standards.The overall aim of appraisal in theory is to motivate and encourage the employee and give direction, as well as bringing areas of under achievement to the appraisee's attention in a non threatening manner. It also allows people's strengths to be recognised and built upon and their short comings to be overcome through training, and education.In fact appraisal can be used as a strategic tool! This requires an assessment (or educated guess) of the future skill needs of the organisation. Then a training or promotional plan can be devised for individual staff. This involves the early identification of employe
To conclude therefore, organisational culture and leadership style will be the major determinants on how successful or not appraisal might be. Favouritism once again is an issue of concern as some members of staff may feel that favoured staff get rewarded and it is not related to their performance. If it doesn't work in practice then why do so many organisations use it?The answer is that appraisal can work very well when carried out correctly under the appropriate organisational culture and manager. For it to be a success the workforce have to be constantly reminded of it, and what they have to achieve. Whatever support is offered, whatever training needs are identified, whatever targets set, there has to be a thorough and adequate follow through. Scrambles over 3 metre wall after several attempts4. Appraisal is most productive when this approach is taken. For example an autocratic manager would tell an employee what to do in a one to one discussion, not listen to the employee's opinions as the 'manager knows best' and probably use PRP as an incentive as employees are 'only motivated by money'. Linking appraisal with pay is a very controversial issue as very few people are wholly responsible for their job performance, as some jobs the quality of performance may rest upon external influences or the efficiency of management or the adequacy of resourcing. However this too has its problems. Questions like 'what pleased you most about your work this year?' will get the appraisee talking about their own achievements and strengths, as well as any training needs or weaknesses. Misses the wallThis method assists the appraiser to be more definite in the assessment of each criterion. Many appraisal attempts fail because they're rushed, one way, and may refer to things that are no longer relevant. This training not only will help the development of employees but give job enlargement and enrichment and thus motivation.
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