Performance Appraisals         We have researched performance appraisals by reviewing literature

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Performance Appraisals We have researched performance appraisals by reviewing literature on the subject . We found several similarities between the two and a few differences, all of which is discussed in the following analysis. The most obvious purpose of a performance appraisal system is as a decision aid. Performance appraisals provide a basis for deciding who should be promoted, terminated, given a raise, and so forth. It is an important part of consideration in making a wide range of personnel decisions in most organizations, and it benefits both the organization and the individual.

Performance Appraisals gives the employee the opportunity to discuss performance and performance standards regularly with the supervisor. It provides the supervisor with a means of identifying the strengths and weaknesses of an employees performance, and it provides a format so he/she can recommend a specific program designed to help an employee improve their performance. Also, it can provide a basis for salary recommendations so that employees can make justified earnings.

Environmental issues are all the surrounding factors that come into play when doing a performance appraisal. These issues have to be considered in performance appraisals because they can contaminate the interview in negative ways. Different variables such as standards used to evaluate performance, the definition of what constitutes performance, frequency of appraisals, supervisor-subordinate relationships, and the consequences of high or low evaluations. All these factors thrown together can influence the appraisal interview in different directions. For examples, if you are good friends with your boss and he/she gives you the P.A. interview, the chances are you will get a positive review regardless if your performance is poor. Or perhaps one employee has better resources and higher output than yourself, and as a result gets a better performance review.

Other appraisal failures come from managers not taking the...