Evaluate the performance appraisal system. Are there any ways by which you believe the performance appraisal system could be involved? 2) Do you think that HR Appraisal Manager would be better off dropping graphic rating forms, substituting instead with another performance appraisal technique? If so, what technique and why? 3) How would you deal with the line managers’ and inventory clerks’ reactions
Performance appraisal is a regular process for assessing the performance of employees
in a given period conducted by the leadership. The performance is measured against
such factors as job knowledge, quality and quantity of output, initiative, leadership
abilities, supervision, dependability, co-operation, judgment and versatility.
According to Picnicu (2020) the performance appraisal process can have a significant
impact on employee morale and engagement. This method often provides valuable
insights to managers and employees, helping companies make decisions regarding
bonuses, raises, promotions and other rewards. It also allows managers to define
medium-term and long-term objectives for their team members and help them grow
professionally. Thus, getting an objective evaluation of an employee's performance will
help a company identify any existing problems in the workplace. This will help the HR
department to solve those problems quickly and with ease.
Questions
1) Evaluate the performance appraisal system. Are
there any ways by which you believe the performance appraisal system could be
involved?
2) Do you think that HR Appraisal Manager would be better off dropping graphic rating
forms, substituting instead with another performance appraisal technique? If so, what
technique and why?
3) How would you deal with the line managers’ and inventory clerks’ reactions?
4) Does your performance appraisal plan provide a sound basis for identifying job
description needs as well as training and development needs?
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