Update attached

Optimizing Employee Performance

Renita Wickes

CTU

Introduction of performance appraisal system for the organization

Alqahtani (2010) stated that performance appraisal is the process of evaluating a single employee’s job productivity and performance about already set organizational criteria and objective. A certain set of performance level is created by the organization and is used to establish whether employees can perform to the set standards. An appraisal process also includes the evaluation of a worker’s accomplishment, behavior, weaknesses, and strengths. Performance appraisal serves seven purposes. The results are used to determine the compensation of employees. It identifies areas where employees are weak or strong. It provides employees with feedback about their level of performance. According to DelPo (2005), performance appraisal serves to influence the working habits of employees for it establishes that are desirable and prohibits that are undesirable. The results of performance appraisal are used to establish the training needs based on the deficiencies established during the analysis.

Analyses and Description of Performance

Establishing the performance level is critical to the success of a firm. When the performance level of employees is known it is easy for the organization to establish whether they employees are working optimally (Alqahtani, 2010). Optimal operations will ensure that the right number of staff are known and employed. Employees have their performance rated against a pay structure it is easy for the organization to create a progressive pay structure. A fair means of pay structure is developed as well as creating a means to establish deserved promotions. The performance establishes things that affect the performance of employees. The things that negatively affect the performance are eliminated and replaced with things that encourage performance. DelPo (2005) stated that employees can get the right training depending on the fact that their skills and knowledge deficiency has been established.

Performance Appraisal Systems: Advantages and Disadvantages

According to Alqahtani (2010), the advantage of performance appraisal system is that it emphasizes on the right action and acceptable results for employees. The results of the evaluation are used for continuous improvement in the organization by recommending training on areas of employees weakness. The analysis promotes a fair way to compensate for employees are paid according to the level of their performance. However, performance appraisal system has some disadvantages. The analysis is a lengthy process for it is it takes a lot of time to do an evaluation across the different departments in the organization. The analysis is discriminative for employees who lack independence on their jobs for their performance is restricted. Supervisors are unable to conduct performance appraisal given that they have been giving directives to the employees (DelPo, 2005). The analysis lacks specificity on goals for it focuses on employees performance but not organizational performance.

Performance Appraisal System- Formal and Informal

Alqahtani (2010) noted that informal performance appraisal is an analysis that can be done anytime a supervisor feels like. Formal performance appraisal is an evaluation that is planned to be done at a particular set time. The difference is that the informal performance appraisal is impromptu without the knowledge of the employees while formal performance appraisal is planned for employees have knowledge when it will be done. The informal and formal performance analysis is complementary to ensure that employees are kept on toes for their performance. The informal performance analysis but bridges in the evaluating of performance before the planned time for worker’s evaluation. Evaluating employees performance on a regular basis according to DelPo (2005), using informal performance analysis ensure the employees are able to meet the set targets that will be evaluated at the end of the term using the formal performance analysis.

Types of Performance Appraisal System

360 Degree Feedback is a performance appraisal that is done by any of the stakeholders of a firm (Alqahtani, 2010). The stakeholders include fellow employees, through direct reports or the managers or supervisors. The employees or other stakeholders evaluate the performance level of an employee. Bars method is an evaluation where an employees performance is measured against levels that have been established. The levels have ratings that range between one to five or nine. The employee's performance or behavior is rated on the given scale. DelPo (2005) stated that management by Objective is where evaluation of employees performance is pegged on the organizational goals. The performance moves from evaluating the achievement of an organization on a goal to goal account. The employee's performance should be in line with the organizational goals that have been used to set performance appraisal thresholds.

Types of Performance Appraisal System Feedback

According to Alqahtani (2010), a performance appraisal system offers two types of feedback that are positive and negative feedbacks. Positive feedback to the employee is the where employees are commended for their performance. The positive feedback can be through an increase in salary or promotion. Negative feedback to the employee is where poor performance of a worker is highlighted. Feedback can be a verbal or written message by the authority that has conducted the employee evaluation survey. Negative feedback can be through denial of bonuses and be taken back for training. Motivation is the process of encouraging employees to performance. Despite the feedback to the employees they need to be motivated. Employees who got positive feedback need to be motivated to be able to keep the high performance (DelPo, 2005). Workers who got negative feedbacks need to be being motivated to ensure they can improve the performance of employees.

Performance appraisal system with training

Supervisors can be trained on how to conduct a performance appraisal system. Alqahtani (2010) stated that the types of training supervisors that are workshops, distance learning, and seminars. Workshops and seminars are short training sessions running for days or weeks. Distance learning is long training sessions that run for months. Supervisors need to be trained on the performance appraisal system to ensure they are objective on their employee’s performance. According to DelPo (2005), supervisors need to be taught on the need to give employees time to perform before they can be evaluated. The supervisors learn on how to reward employees who perform to the expectations and how to motivate employees who underperform. Employees performance analysis helps a firm establish the effectiveness and efficiency when it comes to delivery of services or offer of goods.

Performance Appraisal Systems Bias

Sometimes the performance appraisal is unethical because of business. At times the supervisor may be biased when evaluating employees. The supervisors may use personal grudges or dislikes to employees to give a poor performance to employees (Alqahtani, 2010). The unethical dilemma is when employees fall victims to being unfairly evaluated by supervisors when their performance is above the threshold. DelPo (2005) noted that another unethical dilemma is where an employee who has less performance is promoted to lead persons to higher performance. Such affected employees get demoralized, and in the coming period, they produce a lesser performance. Higher turnover is likely to increase given that some employees who believe in their skills, knowledge, and performance they seek employment outside the firm.

Conclusion

No firm can exist without having performance appraisal. Employees need to have their performance evaluated. The employees need to know their weaknesses and strengths. Acording to Alqahtani (2010), where employees know their weakness, it can be improved by training them. The performance appraisal ensures that employees can be compensated and promoted against their performance. Supervisors need to be persons beyond reproach by being ethical. The superscripts can only be achieved the ethical threshold by being trained in workshops and through distance learning (DelPo, 2005). A firm should strive to ensure it conducts impromptu appraisal before the planned appraisal is done as a way of ensuring that the performance of employees is kept track off.

References

Alqahtani, F. A. (2010). Evaluating the performance appraisal system in public universities in Saudi Arabia and its impact on human resource decisions. Durham.

DelPo, A. (2005). The performance appraisal handbook: Legal & practical rules for managers. Berkeley, CA: NOLO.