1ARTICLE CRITIQUEIntroductionAppraisal of Performance in an organization is considered as the most criticized practice ofmanaging the performance and the talent as many employees consider it as a waste of energy andtime and others think that it destructs the relationship between subordinates and their managers.For an organization to manage its talent well and for managing the organization effectively, it issignificant for managers to gather all the information about the individual’s performance, theirknowledge and skills and their performance goals and responsibilities for the future. In thearticle, there are various measures suggested and discussed to improve the management ofperformance and its appraisal. For example, methods like new and upgraded scales for rating,methods of forced distribution, improved description of level of performance and competenciesand spontaneous ties to termination and pay may help to appraise the performance of theemployees in the organization in an improved and better way. In this article, the various methodsof effective performance appraisal like systems which are web based and technology basedappraisals are discussed. Furthermore, the behaviors of leadership in an organization andmanagement systems determine the utilization and execution of appraisals are discussed infurther sections.Key Issues/QuestionsManagement of performance systems involve many features and are complex. For theorganization to have a perfect fit and design of strategy, it is important to have right features andgoals that are set for the organization by involving all the employees and setting goals jointly(Lawler III, et al., 2012). Also, the most effective system of performance management whichrelates the performance of HR Functions and comprehensive performance of organization
2ARTICLE CRITIQUEinclude the setting of goals and objectives which are driven by the strategy of the business aswell as the individual performance. The objectives must be clearly linked with the organizationaland individual strategy and must not be imposed over them because if they do not participate insetting the goals, they lack the commitment to achieve them and hence they lack the intrinsicrewards within them to achieve those goals. The training the appraisers and the employee beingappraised is necessary for successful accomplishment of performance management appraisals.The key leadership and managerial determine the efficiency and effectiveness of system ofperformance management. It includes the senior management leadership, ownership ofmanagement and balances, checks and system of operations as they all deal and handle with theleading and owing of the system of performance management. The web based system ofperformance management are fast and they speed up the process but many leaders and users ofthat system are not used to it which leads to errors in the outcomes and results of thisperformance system. In most of the large corporations, the appraisal systems are customizedbased on the work’s complexity and hierarchy levels in the organizational structures. It isconsidered as a tedious process as it requires various appraisals designs which can be biased andproduce less effective results for the actual performance. Recommendation and CritiqueThe most effective system of performance management which relates the performance of HRfunctions and comprehensive performance of organization include the setting of goals andobjectives which are driven by the strategy of the business as well as the individual performance.It is recommended to plan for the personal development as it positively contributes in theeffective management of performance system as the discussions of appraisal makes it tough forthe individuals to participate in discussion of development as the appraisals do contain negative
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