Performance Appraisal: A Critical Review and Description of Aspects

This article provides a critical review of performance appraisal and a description of some of its aspects. It discusses the importance of periodic performance appraisal and its implications in an organization.

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Performance appraisal
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Introduction
Performance appraisal is a technique or a method where the performance of an employee
in a certain job or area of specialization is evaluated and documented. It is also called a
performance review or performance evaluation. It is actually an integral part of career
development (Mulvaney et al, 2012). This writer up consists of a critical review of performance
appraisal and a description of some of its aspects but based on an excerpt in an article called “HR
Goes Agile”. The performance appraisal strengthens the general knowledge of this review. Its
applicability and overall implications in an organization have also been mentioned (Shaout &
Trivedi, 2013).
Literature review
The article HR Goes Agile indicates that sometimes back when many organizations
adopted the agile methods in their operations and incorporated it into their systems they realized
that it was of no any significance that to plan for a whole financial year regarding how certain
projects would be run. This resulted in the elimination of the annual performance review in
regard to annual employee’s goals. Working in short term projects employees were supervised
by different personnel in the organization. It is seen that much feedback was needed, not

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annually but periodically that were supposed to be conducted after the completion of a project
(Bernardin & Wiatrowski, 2013).
We also see that when Johnson & Johnson offered their business to participate in an
experiment, in the long run, after the four months it was noted that 46% of the managers had
joined the customized app and about 3000 pieces of feedback had been exchanged despite the
fact that at the start only 10% of the managers had joined. This clearly indicates how periodic
performance appraisal is important (Cardy et al, 2007). This means execution examination can
without a doubt be utilized as a device of execution change to an association. This article has
various ramifications to different sorts association and its appropriateness is so satisfying.
Execution examination, for example, can be utilized as a device of wage and pay an organization
to workers in light of their execution (Cardy& Leonard, 2011). As we as a whole know
inspiration is exceptionally key and assumes a vital part in an association, well execution
examination takes part in this, it can really be utilized as a method for representative inspiration
by the arrangement of specific prizes to the best-performing workers in an association.
Disciplines can likewise be controlled by the workers that are not performing so well to
influence them to enhance in their execution. There are such a large number of comparable
articles and bits of literary works tending to the issue of execution and it has been noticed that
from every one of these articles and bits of writing one thing without a doubt emerges, that
execution evaluation encourages correspondence in associations.
Critical review
From this article a number of facts are clear about performance appraisal; one is that
among the primary goals of utilizing performance appraisal is a performance improvement.

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Frequent feedback about the performance of an employee makes them correct the weaknesses in
their performance. This will increase their quality of production within the organization
(Rasheed et al 2011).This is actually one of the major strengths of this article. Mentions the issue
of Johnson and Johnson putting their business for an experiment, well after the managers were
talked about the issue of the importance of feedback and the impact it has on the performance of
the employees we see that 46% of the joined. This is an indication that performance appraisal
can indeed be used as a tool for performance improvement in an organization. This article has
numerous implications for various types of organization and its applicability is so fulfilling.
Performance appraisal, for instance, can be used as a tool for wage and salary administration to
employees based on their performance (Cardy& Leonard, 2011).
As we all know motivation is very key and plays a crucial role in an organization, well
performance appraisal has a hand in this, it can actually be used as a means of employee
motivation by the provision of certain rewards to the best performing employees in an
organization. Punishments can also be administered to the employees that are not performing so
well to make them improve in their performance. There are so many similar articles and pieces
of literature addressing the issue of performance and it has been noted that from all these articles
and pieces of literature one thing surely stands out, that performance appraisal facilitates
communication in organizations. Through communication, relevant feedbacks can be given back
to the employees as far as their performance is concerned as indicated in this very particular
article we are looking at (Ali &Opatha, 2011).
Conclusion

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In regard to HR Goes Agile, performance appraisal plays a very important role in the life
and survival of an organization. We all know that productive employees are a key to the survival
of an organization and performance appraisal has a hand in the productivity of employees. This
came about into the disposal of the yearly execution survey concerning yearly worker's
objectives. Through performance appraisal, the organization communication is directed for
benefits of the employees in the organization. It is through effective communication the
employees will be motivated and perform effectively in their work. It is seen that much criticism
was required, not every year but rather intermittently that should be led after fulfillment of a task.
We additionally observe that when Johnson and Johnson offered their business to take part in a
test, in the long run, after the four months it was noticed that 46% of the chiefs had joined the
modified application and around 3000 bits of input had been traded regardless of the way that
toward the begin just 10% of the administrators had joined. This obviously demonstrates how
intermittent execution evaluation is critical. In my own opinion, performance appraisal helps in
the development of the spirit of work and this improves the performance of employees.
Employees are also in a position to both understand and build trust and confidence with their
superiors.

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References
Ali, M. H., &Opatha, H. H. D. N. P. (2011). Performance appraisal system and business
performance: An empirical study in Sri Lankan apparel industry. Sri Lankan Journal of
Human Resource Management, 1(2).
Bernardin, H. J., &Wiatrowski, M. (2013).Performance appraisal. Psychology and
Policing, 257.
Cardy, R.L. & Leonard, B. (2011). Performance Management: Concepts, and Exercises, 2nd
edition. M.E. Sharpe: Armonk, NY. (Lookfor 2014 edition)
Cardy, R.L., Miller, J.S., & Ellis, A.D. (2007). Employee equity:
Towards person-based approach to HRM. Human Resource Management
Review, 17, 140-151 (Look for 2017 edition

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Deepa, E., Palaniswamy, R., &Kuppusamy, S. (2014). Effect of performance appraisal system in
organizational commitment, job satisfaction and productivity. Journal of Contemporary
Management Research, 8(1), 72.
Mulvaney, M. A., McKinney, W. R., &Grodsky, R. (2012). The development of a pay-for-
performance appraisal system for municipal agencies: A case study. Public Personnel
Management, 41(3), 505-533.
Rasheed, M. I., Yousaf, H. D. A. S., & Noor, A. (2011). A critical analysis of performance
appraisal system for teachers in public sector universities of Pakistan: A case study of the
Islamia University of Bahawalpur (IUB). African Journal of Business Management, 5(9),
3735-3744.
Shaout, A., &Trivedi, J. (2013).Performance Appraisal System–Using a Multistage Fuzzy
Architecture. International Journal of Computer and Information Technology (ISSN:
2279–0764) Volume.