Techniques of Performance Appraisal in Management

This article discusses the various techniques of performance appraisal in management, including management by objectives, 360-degree feedback, assessment center method, behaviorally anchored rating scale, psychological appraisal, and human resource accounting method. It also explores the impact of performance appraisals on employees, such as motivation, morale, and job satisfaction. Additionally, it highlights the demerits of performance management, such as internal politics and unfair treatment. The article concludes by emphasizing the importance of performance appraisals in organizations like Tesco.

Foundation in
management

Table of Contents
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................3
Techniques of performance appraisal..........................................................................................4
Impact of performance appraisals within employees..................................................................6
Demerit of performance management.........................................................................................9
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Foundation in management can be understood as one of the most important business
aspect which regulates the performance levels among employees working standards and gain
supervision within business scenario for gaining longer effective paradigms for pertaining onto
wider rational synergy. Changing dynamic fundamentals of management requires managers to
manage performance of employees, where performance appraisals are considered as one of the
most impactful measurement tools. Tesco is one of the biggest retail company operating within
UK industry having large pool of human resources and various other potential paradigms
pertaining onto wider determinants of success. The report would suggest different techniques
related to performance management in organisation. Report also discusses how the performance
appraisals positively builds the morale and working paradigms to bring on vivid changes for
longer synergy and high ethical working roles of productivity within vivid roles and strengthened
working records ( Cappelli and Conyon, 2018).

Techniques of performance appraisal
Performance appraisal is projected as analysing and assessing the contributions made by
employees as a part of its functional role in the company. Performance appraisal is among the
most crucial functional role management of Tesco undertake. On the basis of the review done by
the management over the employee performance further growth opportunities allocate to
employees in company. Leadership in Tesco Company follow techniques like management by
objectives (MBO), 360 Degree Feedback, Assessment centre method, Behaviourally anchored
rating scale, psychological appraisal and human resource accounting method to meet the role of
performance appraisal.
As per the views of Zakaria and Putra, (2018) management by objectives which is called
as MBO technique of performance appraisal used in company. This is more like a collaborative
approach to monitor and control the performance of employees in company. In this technique
management and employees together discuss the plan and strategies implemented to conduct the
different functional activity of company. Both the management and employees together set the
clear goals to achieve the best possible outcomes out of the different designated positions in
company. As this technique involve more than one stakeholders of company so many times this
technique create confusions between employees. This technique also influence the outcome of
performance management in negative manner as the entire process might get influence with the
internal politics of company. In this technique all goals and objectives set as per the overall
targets of the company.
As illustrated by ASHISH, KUMAR and MURALIDHAR, (2017) 360 Degree Feedback
is another key technique to review the performance of employees part of the organisation. This
model of performance appraisal is a multi stage model that involves steps like self appraisal,
managerial review, peer review, subordinate apprising manager and customer or client review as
a part of performance appraisal of employees part of the organisation. Self appraisal is the stage
where employees in company get chances to review the own performance. This stage might
mislead the process as employe has its own limitations like lake of experience and many other
which might influence negatively this process. Management of company review the individual
performance of all employees in the stage of managerial review.
Assessment centre method is also a critical technique part of the Tesco Company in
respect to performance appraisal in company. This technique involves assessment of the other

employees part of the company. Fashoto, Amaonwu and Afolorunsho, (2018) has mentioned that
this is a critical technique to monitor the performance of employees in company. This is an old
method to rate the performance of employees in company. This process of performance review
might get influence with the individual relationship of employees with other employees. Internal
politics also get involved in this technique.
Behaviourally anchored rating scale is also a key technique to analysis the performance
of employees in Tesco Company. This method of performance appraisal involves both
qualitative and quantitative techniques to monitor the performance of employees in company. In
this approach employee performance is compared with specific behavioural example.
Psychological appraisal assess the hidden potential of employees associated with the
work place. This analysis is based on the seven major factors work behind the performance of
employees at work place.
Talwar and Kamble, (2020) has mentioned the method call human resource cost
accounting method to monitor the performance of employees at work place. This method involve
monitor the performance of employees on the basis of the incentives benefits employee has
entertained in company. Incentives benefits are the true indicator how much the employees in
company has performed efficiently the assigned role.
Impact of performance appraisals within employees
Tesco is one of the biggest retail brand within UK industry having large human resources
working among human operational fundamentals and production, marketing department which
works as one of the biggest asset for brand to build on higher profitability within business and to
develop higher goodwill within consumers market share.
Author De Clercq, Haq and Azeem, (2019) explains how positively employees are
motivated to pool on new working patterns, develop new synergy of professional ethics and
technical advancement by which commitment is strengthened, and they look upon more rational
working gaols. Performance appraisals have been gaining more rapid recognition within business
scenario where it has been developing more technical advancement and to keenly bring on more
rational working outputs set on the vivid developed roles and to promote stronger synergy and
technical advancement. Author Halldorsson, , Castelij and Creswell, (2019) explains
performance appraisals motivate employees to bring on commitment and strength within their
developed working standards to bring on more active dynamic skills into their rational

fundamental roles. There is also higher diversity involved among employees to pertain onto new
rational services where their skills are enhanced when trained properly within dynamic working
roles and higher diversity among all roles.
Harnessing innovation in parameters of growth in company needs support and
commitment of all organization as whole to establish smart waste management techniques.
Performance appraisals are formulated by HR professional within company where it can be seen
that more ethical working roles' and diversity is gained within various departments, keenly
bringing on new roles and functional ethics within very grounds. Author Kampkötter, (2017)
explains views on how performance appraisals hold the wide opportunities to pertain onto new
determinants of working roles and make employees positively build their working scenario under
higher focus and quest to improve new rational working goals.
Culture has big role to increase the revenue generation and profitability margins in
company as whole brand value is enlarged on global level and the employees of company are
real face value This will not only make them opportunities higher and more rationally available
to promote new working ethics, keen focus to promote higher working roles among employees
through which not only vision is developed but also promoted to higher diversity. Employees
engagement in the field of creative advancement and innovation works as one of the biggest
asset for Tesco where top management and HR professionals look upon new working criteria to
keep on motivating them for new working records and performance management which holds
the vision to bring on diversity within teams. Author Phakiti, (2016) expresses views on
performance appraisals as the vivid fundamental role to pool on higher strength within their
developed fundamentals and also to profoundly work higher creativity within their metrics of
performances.
Tesco being one of the biggest retail brand has higher focus to pool in larger synergy of
opportunities among employees with the performance appraisals , which are one of highest
recognized structural element to motivate employees for bringing on more innovation within
their roles. AuthorPhakiti, (2016) explains the company overall vision to bring innovation
technology in operational efficiency for reaching high profitability margins and reach the set
performance targets with positive impacts on society and environment. Brainstorming sessions
will highly motivate employees working in company to reach the set benchmarks of company
goals with high efficiency and build strong innovative potentialities to learn skills.

Demerit of performance management
As per illustrated by Huang and Xu, (2020) performance management tool also carry
negative impacts over the organisation. In many ways performance management process has
created a negative influences over the organisation. The primary and among the most negative
impact performance management process has created is to promote internal politics in the
organisation. Performance management process is deeply impacted with the internal politics of
the company. Due to high influence in organisation and carry the strong personal and
professional relationship most of the times such influence employees get all the benefits of
performance management task such as promotions, bonus, incentives and other king of
recognition and other such advantages. This is the critical side of the performance management
process conducted in the organisation.
As per the views of Grossi, Reichard and Ruggiero, (2016) one more demerit attached
with the performance management process is the entire process is based on the information and
knowledge about the efficiencies of the employees part of the company to conduct the process.
This is another negative side of the performance management as by influencing the information
of the productivity of employees in company any individual can spoil the results related to
performance management in company. Data and information can be influences by any high level
designated professional in the organisation.
Performance management process is associated with many types of potential demerits.
Colquitt, (2017) has projected that unfair treatment involve in performance management also
causes to the employees part of the Tesco Company the morale of such employees get drop.
Morale of employees pays a critical role over the confidence level of employees in company. In
case the morale of employee get drops this create negative impacts over the work efficiencies of
employees in Tesco Company.
Woerrlein and Scheck, (2016) has suggested that performance management carry the
huge involvement of higher dignitaries in the company. Due to involvement of management and
higher authorities in the performance task the different demerit also starts to act over the
performance management task in company.
As illustrated by Mononen and Leviäkangas, (2016) performance management task in
company causes to de-motivated work force in organisation. This is also a crucial demerit
attached with the performance management task in company. The author has projected that most

of the time the impacts of performance management over employees in company are negative in
nature.
As per the opinions of Haider, Sadiq and Tesfamariam, (2016) performance management
also resulted into employee facing the in satisfied job satisfaction level at the lower positional
role in the Tesco Company and even at the higher designated position role in company. Job
satisfaction plays a huge role over the employee mental level as they are happier to work over
the designated positional role in company.
CONCLUSION
Performance management is among the most professional working practice part of the
Tesco Company. This practice allows company to motivate the employee’s part of the
organisation in such a way that they can achieve the bets level of work efficiencies in the
company. Performance management task involve analysing the performances done by all
employees in the company. On the basis of the performance evaluation under performance
management role in company several advantages like promotions, incentives, and bonuses are
allocated to employee’s part of the organisation. This is among the major factor that allows
company management to motivate employees of company towards achieving the best level of
work efficiencies in the company.

REFERENCES
Books and Journals
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APPRAISAL SYSTEM BASED ON RANKING AND REVIEWS. Entropy, .1. p.1.
Baye, D., 2018. Factors Affecting Implementation of Teachers’ Performance Appraisal System
in Secondary Schools at Yeka Sub-City, Addis Ababa (Doctoral dissertation, Addis
Ababa University).
Cappelli, P. and Conyon, M.J., 2018. What do performance appraisals do?. ILR Review. 71(1).
pp.88-116.
Colquitt, A. L., 2017. Next generation performance management: The triumph of science over
myth and superstition. IAP.
De Clercq, D., Haq, I. U. and Azeem, M.U., 2019. Role ambiguity and perceptions of unfair
performance appraisals: mitigating roles of personal resources. Asia Pacific Journal of
Human Resources. 57(2). pp.150-173.
Fashoto, S. G., Amaonwu, O. and Afolorunsho, A., 2018. Development of A Decision Support
System on Employee Performance Appraisal using AHP Model. JOIV: International
Journal on Informatics Visualization, .2(4). pp.262-267.
Grossi, G., Reichard, C. and Ruggiero, P., 2016. Appropriateness and use of performance
information in the budgeting process: Some experiences from German and Italian
municipalities. Public Performance & Management Review. 39(3). pp.581-606.
Haider, H., Sadiq, R. and Tesfamariam, S., 2016. Intra-utility performance management model
(In-UPM) for the sustainability of small to medium sized water utilities:
Conceptualization to development. Journal of Cleaner Production. 133. pp.777-794.
Halldorsson, B., Castelijn, S. and Creswell, C., 2019. Are children with social anxiety disorder
more likely than children with other anxiety disorders to anticipate poor social
performance and reflect negatively on their performance?. Journal of affective
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Huang, Y. T. and Xu, J., 2020. Surviving the performance management of academic work:
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Human Resource Management. 28(5). pp.750-774.
Mononen, P. and Leviäkangas, P., 2016. Transport safety agency's success indicators–How well
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