Performance Appraisal: A Case Study

This assignment delves into the concept of performance appraisal, examining different types employed within an organization. The author discusses methods like 'management by objective' and psychological appraisals, highlighting their effectiveness in assessing employee performance, setting goals, and fostering employee development. The paper emphasizes the importance of frequent appraisals and clear communication to maximize their positive impact on both employees and organizational success.

Running head: PERFORMANCE APPRAISAL 1
Performance Appraisal
Student’s Name
Institutional Affiliation

PERFORMANCE APPRAISAL 2
Introduction
Performance appraisal which entails assessing the job performance of the employees is an
important aspect of any business organization. This ensures that the employees remain
competent since their performance is monitored hence ensuring effective management
(Chadwick et al, 2015).
Body
Various types of performance appraisals were used in my organization and different
kinds of feedback were received. Employee performance can be assessed by embracing the
‘management by objective’ method whereby the manager and the employee set some attainable
goals with some deadline which makes the employees feel involved in the goal-setting
(Galagedera et al, 2017).
Psychological appraisals which assess the analytical skills, emotional stability, and other
traits of the employees so as to help the managers assign duties in the relevant positions. It
enables the employees to exploit their talents and abilities hence improving their performance on
the given line of duties (Rosen et al, 2017). These appraisals were conducted once in a year and I
realized that performance appraisals have a significant role in improving the morale of the
employees since they work towards a certain target. It also discourages laziness and absenteeism
of the employees. To improve on performance appraisal, there is a need to conduct them
frequently and the management should also ensure that the employees understand the process of
the appraisal (DeNisi & Smith, 2014).

PERFORMANCE APPRAISAL 3
Conclusion
An organization that conducts performance appraisals tends to perform better than those
that do not. The managers should conduct it as often as possible using the relevant methods that
bear a positive feedback like the psychological appraisals which assess the employees’ talents.

PERFORMANCE APPRAISAL 2
References
DeNisi, A., & Smith, C. E. (2014). Performance appraisal, performance management, and firm-
level performance: a review, a proposed model, and new directions for future
research. Academy of Management Annals, 8(1), 127-179. Press.
Chadwick, C., Super, J. F., & Kwon, K. (2015). Resource orchestration in practice: CEO
emphasis on SHRM, commitment‐based HR systems, and firm performance. Strategic
Management Journal, 36(3), 360-376. Press.
Galagedera, D. U., Roshdi, I., Fukuyama, H., & Zhu, J. (2017). A new network DEA model for
mutual fund performance appraisal: An application to US equity mutual funds. Omega.
Press.
Rosen, C. C., Kacmar, K. M., Harris, K. J., Gavin, M. B., & Hochwarter, W. A. (2017).
Workplace Politics and Performance Appraisal: A Two-Study, Multilevel Field
Investigation. Journal of Leadership & Organizational Studies, 24(1), 20-38. Press.