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The Performance Appraisal Form Paper
Performance, Appraisal, Form, Paper
Performance appraisal form
Four operational functions of a performance appraisal system
An appraisal form is usually generated by a company in order to appraise their employees annually (umihanic b., & cebic m., 2014). This approach was formulated because of the fact that the perception of employees when they are subjected to this process have proven to result in their increased engagement in work.
Therefore, i figured that the four main functions that an appraisal system performs include; for developmental, administrative, stabilization and lastly for documentation. With regards to these functions, we can find out that the performance appraisal of the employees in an organization is usually strongly related to the human resource management functions.
Such human resource management function that i speak of include; recruitment, promotion, remunerations, planning, selection, training and lastly development. I believe they can all be implemented in one appraisal form that will be well organized because they are complimentary of each other (umihanic b., & cebic m., 2014).
Considering the forms presented in the text, i went through them and i realized the following. I will begin with the 360-degree appraisal form; when it comes to the accuracy in measuring the performance of the employee, it did not impress me that much because it was being dependent on figures which did not actually indicate the accurate description of the employee’s performance.
The form was relatively cheap to develop and also it did not require much time (llorens, j. J., klingner, d. E., & nalbandian, j., 2017). This is because it is just a couple of statements that need to be created so that they could be completed by using figures. This brings me to the ease of completing the form.
I believe that this form is very easy to complete because it does not require much thinking, rather you are given an idea of the situation and you have to determine the level you think is best. The form can be used to counsel and develop the employees because their merits are easily recognized in this form, therefore the outcome can be used for promotions, pay or other decisions.
The other form is the critical incident performance form. This from allows the appraising personnel to personally write what he/she thinks about the employee involved. When it comes to accuracy, i believe it will not serve this purpose accurately sometimes due to grudges and hatred that might be between the hr and the employee.
This might cloud the judgment of the hr leading to inaccurate descriptions of the employee. The time and cost of developing the form are both minimal because it does not contain much content and can be done in a couple of minutes. All that is required is the specifications on what should be written.
The form might take a bit longer than the previous one because it requires critical thinking and writing. The hr can definitely use it to counsel and develop employees especially on the specific areas that they have observed in them. With the critical thinking and specificity, i believe this from is most adequate for promotions, pay as well as other decisions (llorens, j. J., klingner, d. E., & nalbandian, j., 2017).
To sum up everything, i would like to thank my head for the opportunity that i am given and assure that i will do my best. Therefore, i would consider the second form to be used in apprising the employees in our company. This is because i believe it has much accuracy despite the incidence of hr being unethical. Because i fully believe in the staff of the company, i believe that no one would lie just so an employee could receive bad reviews.
I also want to say that this form offers the appraisal personnel a wide scope when appraising the employees. It allows one to specifically appraise employees and therefore the best results will be gotten from it, which will lead to a better decision making in the organization. All we need is success, and with better decision making and motivated employees, we will achieve this (levinson h., 2020).
Levinson h. (2020). Appraisal of what performance? Harvard business review. Https://hbr.org/1976/07/appraisal-of-what-performance
Llorens, j. J., klingner, d. E., & nalbandian, j. (2017). Public personnel management. Performance management, 247-268. Https://doi.org/10.4324/9781315271255
Umihanic b., & cebic m. (2014). Functions of the performance appraisal system. International journal of sustainable economies management, 1(1), 3-4. Https://www.researchgate.net/publication/274025618_functions_of_the_performance_appraisa