Strengths and Weakness of Performance Appraisals Systems

Running head: HUMAN RESOURCE MANAGEMENT
Human resource management
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1HUMAN RESOURCE MANAGEMENT
Table of contents
1. Strengths and weakness of performance appraisals systems.................................................2
2. Reasons behind decrease in absenteeism and increase in turnover........................................2
3. Contribution of performance management systems and other HR practices in development
of employees..............................................................................................................................4
4. Recommendation towards change in employee performance................................................6
References..................................................................................................................................8

2HUMAN RESOURCE MANAGEMENT
1. Strengths and weakness of performance appraisals
systems
Managing the performance of the human resources, that is, the employees, is the
primary duty of the HR managers. Within this, consideration of the performance management
systems is crucial for assessing whether their performances are in alignment with the
identified and specified performance. Performance appraisals are needed for assessing the
capabilities of the employees. In case of Egan, the designation is awarded according to the
performance and contribution exposed towards executing the assigned duties and
responsibilities (Snell and Bohlander 2013). The superior posts are awarded to those whose
performance is above 10%. Those whose performance scores are above 20% are very good
and in case of good, the post generates middle value, that is, 40%. The staffs exposing fair
performance are awarded the score of 20% and those displaying poor performance are
awarded the score of lowest 10%.
Once the scores are awarded, the management of Egan conduct meetings for
discussing on the utility of the work distributions. In this, the heads of to the departments are
also involved for exposing collaborative approach towards executing the operations. These
meetings are accounted as an important element of succession planning for ensuring the
professional development of the staffs. Kryscynski and Ulrich (2015) is of the view that
performance appraisals are vital for mapping the growth and development of the employees
within the workplace like Egan. Using performance appraisals have been beneficial in terms
of averting complaints regarding salaries or promotions. According to the statements of the
sales manager, inconvenience has been reflected from the action of segmenting the
employees into the categories of fair, good, bad and others.