Performance Appraisals in Human Resources and Management
Performance Appraisal is a systematic way of assessing the worth and value or capability of an
employee’s performance in their job. According to Edwin Flippo, a prominent personality in
Human Resources, “Performance appraisal is a systematic, periodic and so far as humanly
possible, an impartial rating of an employee’s excellence in matters pertaining to his present job
and to his potentialities for a better job.” The Human Resources Management uses performance
appraisals to reward those employees who are improving in their jobs. It is a way of showing
value to the employees. It is also a form of reward for employees to be recognized in their line of
work.
According to Jennifer Skinner and Ravonne Green, Ph.D.: Making the Grade: The Elements of
an Effective Performance Appraisal, the following elements should be present:
Clear Appraisal Process
Standards Must Be Objective and Equally Applied
The Appraisal Must Be a Review
The Appraisal Must Be a Tool for Development
The Appraisal Must Allow for Employees Feedback
The Appraisal Must Include an Action Plan
These basic elements should promote for an informed-decision-making-process, a just process,
and an impartial performance appraisal result.
Human resources are the primary human capital that a company or an organization requires to
properly operate. In reality, people come and go, so does employees. Job positions become
vacant and suddenly human capital is already lacking. Performance Appraisals measure the
performance of an employee in their current job. It is a way of promoting current employees and
giving them the opportunity to grow within the organization. To nurture a company’s employees,
one must give constant challenges and just compensation for an employee, and this calls for
promotions. The management assesses, observes, and gives feedback to help the proper and
impartial performance appraisal. This provides the right people with the right job position.
Furthermore, having a set of employees that have the right job position for their skills and
intelligence, will help in the productivity, efficiency, and effectivity of the workforce to attain
the organization’s goals and objectives.
In addition, performance appraisal also has its contributions to effective training and
development programs and activities of an organization. Since performance appraisals are base
on an employee’s work, the feedback gathered from the evaluation and observation of said
employees can help determine and tailor fit the training and development activities that your
company needs to create in order to progress in its field. Those feedbacks are the crucial
information and the backbone of training and development activities. For example, upon
finishing the performance appraisal, the information gathered concluded that your team lack in
communication and people skills to harmoniously work together. Because of the information,
you are able to make sound decisions about what kind of training will you implement withing
Performance Appraisal is a systematic way of assessing the worth and value or capability of an
employee’s performance in their job. According to Edwin Flippo, a prominent personality in
Human Resources, “Performance appraisal is a systematic, periodic and so far as humanly
possible, an impartial rating of an employee’s excellence in matters pertaining to his present job
and to his potentialities for a better job.” The Human Resources Management uses performance
appraisals to reward those employees who are improving in their jobs. It is a way of showing
value to the employees. It is also a form of reward for employees to be recognized in their line of
work.
According to Jennifer Skinner and Ravonne Green, Ph.D.: Making the Grade: The Elements of
an Effective Performance Appraisal, the following elements should be present:
Clear Appraisal Process
Standards Must Be Objective and Equally Applied
The Appraisal Must Be a Review
The Appraisal Must Be a Tool for Development
The Appraisal Must Allow for Employees Feedback
The Appraisal Must Include an Action Plan
These basic elements should promote for an informed-decision-making-process, a just process,
and an impartial performance appraisal result.
Human resources are the primary human capital that a company or an organization requires to
properly operate. In reality, people come and go, so does employees. Job positions become
vacant and suddenly human capital is already lacking. Performance Appraisals measure the
performance of an employee in their current job. It is a way of promoting current employees and
giving them the opportunity to grow within the organization. To nurture a company’s employees,
one must give constant challenges and just compensation for an employee, and this calls for
promotions. The management assesses, observes, and gives feedback to help the proper and
impartial performance appraisal. This provides the right people with the right job position.
Furthermore, having a set of employees that have the right job position for their skills and
intelligence, will help in the productivity, efficiency, and effectivity of the workforce to attain
the organization’s goals and objectives.
In addition, performance appraisal also has its contributions to effective training and
development programs and activities of an organization. Since performance appraisals are base
on an employee’s work, the feedback gathered from the evaluation and observation of said
employees can help determine and tailor fit the training and development activities that your
company needs to create in order to progress in its field. Those feedbacks are the crucial
information and the backbone of training and development activities. For example, upon
finishing the performance appraisal, the information gathered concluded that your team lack in
communication and people skills to harmoniously work together. Because of the information,
you are able to make sound decisions about what kind of training will you implement withing
