WK3-001 WEEK 3 DISCUSSION #5

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Running Head: WEEK 3 DISCUSSION #5 WEEK 3 DISCUSSION #5 Student’s Name Institution Affiliations Course Details Instructor Due Date

2 WEEK 3 DISCUSSION #5 Describe the principal elements of a performance appraisal system with which you are familiar. Critique this system, specifying what elements of the system you believe are appropriate and why they are so as well as specifying the elements of the system that you believe are weak or inappropriate and why they are so. Use an example or two to demonstrate how this system did or did not work as intended. If you have never been exposed to an appraisal system, imagine an ideal system; describe how it should work and why it should be appropriate. There are a number of names that are used in referring to performance appraisal including performance evaluation, performance review and performance assessment. The process involves periodic examination of organizational performance with the aim of ascertaining to which extent an employee is performing their usual tasks relative to the organizational or departmental expectations (McConnell, 2021). Position description and performance appraisal form are the primary documents for this exercise. The primary purpose of an appraisal for any organization is improving the employee performance in the present job through first evaluating how best they perform it. The secondary purpose is maintaining performance to the departmental or organizational acceptable level. Performance appraisal acts as a tool to the supervisors to effectively manage the workers. When performed correctly it helps in improving the workers performance and thereby the management functions. When designing a performance appraisal, the managers should consider some elements for it to be successful; a. Departmental or organizational expectations of employee’s performance; the appraisal system should be designed in a way that it aligns to the level of performance for the

3 WEEK 3 DISCUSSION #5 employees which are quoted under a timescale (Reuters, 2012). A timescale defines the extent of efficiency of these employees. b. Allocation of tools, materials, relevant training and other resources eliminating performance interference. Lack of resources will result to delays that affect the defined timescale and thereby reducing employee efficiency. Training ensures that the employees are equipped with the appropriate skills and knowledge in performing their tasks and contributes to better performance. c. Monitoring and assessment of employees against the pre-discussed objectives and assessment criteria. The managers should ensure that the assessment criteria are clear to the employees ensuring that the appraisal system effectively contributes towards achieving the future contribution to performance in line with the set departmental or organizational objectives. It is important that the workers are well versed with their tasks as described in the position description (Reuters, 2012). This element ensures that managers are sensitive on the employees’ individual behavior, team dynamics and performance efficiency. However, managers must not focus on all aspect of activities performed by the employees to details. A well-constructed performance feedback should be provided when making this assessment to ensure that positive feedback provided for a task well performed and the contrary where improvements are required. Performance appraisal should no contain surprises for an employee. d. Consideration of promotions based on appraisal results; it should be designed in a way that it necessitates better performance among employees with the aim of being promoted. Similarly, the manger and the organization should develop a way of going about the poor performances. For this element, the administration should first evaluate the dangers of

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4 WEEK 3 DISCUSSION #5 linking performance to promotion against the ploughed benefits and make necessary adjustments that best fits the department or the organization. The main purpose of this link should be increasing motivation among the employees. An appraisal system alone can not bridge the performance or behavioral gap thereby performance feedback should be incorporated along with the appraisal system. The motivational factor is very instrumental to the administration due to its positive influence in attaining performance objectives. Rewards are either intrinsic or extrinsic. Intrinsic rewards are achieved when the managers or team leads have set some clear goals and use some rewards to encourage the employees to achieve the set standards. Extrinsic rewards are usually monetary, there exists challenges in this type of reward and the organization or the department must be careful to ensure that the benefits are distributed fairly and evenly to those that are deserving. In dealing with low performance, the organization should have well defined strategies that support such workers to improve their performance. In-house training, external development exposure, mentorship among other strategies would be significant at improving the employee’s performance. After the improvement strategies have been put in place, another performance appraisal should be done evaluating if the strategy had influence on the workers performance. Conclusion An effective performance appraisal system should be simple and realistic. The performance appraisal should be performed by a trained supervisor so as they are aware of how the appraisal system operates, this ensures that the performance appraisal provides and effective and accurate feedback. Organizational performance appraisal should be completed faithfully for all employees

5 WEEK 3 DISCUSSION #5 at the specified time. There should also be some established relationship between the managers and employees for the manager to effectively be able to discuss work performance whenever there is needed. Continuing positive communication can help in motivating and reinforcing outstanding performance which is the primary objective of the appraisal (McConnell, 2021). Regular communication may also call attention to specific needs for improvement in performance and immediately addressing areas of need thereby preventing major problems at the time of formal appraisal.

6 WEEK 3 DISCUSSION #5 References McConnell, C. R. (2021). Human resource management in health care. Jones & Bartlett Publishers. Reuters, T. (2012). Setting up a performance management and appraisal system. Retrieved from http://www.findlaw.co.uk/law/small_business/employment_law

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