Essay: Agile Performance Appraisal Management in Organizations

This essay delves into the realm of performance appraisal management, with a particular focus on the shift towards agile methodologies. The introduction sets the stage by highlighting the essay's objective: to analyze various aspects of agile performance appraisal, drawing comparisons with traditional methods and examining its practical applications in diverse organizational settings. The essay then emphasizes the importance of agility in performance appraisal systems, particularly within IT organizations, referencing the article "HR Goes Agile" by Cappelli & Tavis (2018). It explores the advantages of agile performance management, such as continuous feedback and flexible goals. The essay further compares agile and traditional approaches by showcasing examples from organizations like Johnson & Johnson, Bank of Montreal, and Google. The essay discusses key aspects of agile performance appraisal management, including the trend of providing immediate feedback to improve team performance, which is followed by organizations in retail, insurance, and accounting firms. The conclusion reinforces the effectiveness of agile performance management, highlighting its positive impact and competitive advantages over traditional methods. References to supporting articles and studies are included to strengthen the analysis.

Running head: PERFORMANCE APPRAISAL MANAGEMENT
Performance Appraisal Management
Name of the Student
Name of the University
Author note

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Introduction
The essay helps in analyzing the different kinds of aspects which is based on the
performance appraisal management which is used in different organizations. Proper analysis
of the respective article named “HR Goes Agile” has to be done in comparison to the other
articles relating to the same subject matter. The critical review is required to be done which
will help in expressing the contents effectively and this will provide a clear view on
analyzing the importance of the agility in the HR management practices.
Importance of Agility in Performance Appraisal System
There are different kinds of importance of the agile performance appraisal system
which is being applied by different IT organizations. In the article, Cappelli & Tavis, (2018)
has discussed that agile is not just tech anymore, however this is working in a tremendous
manner wherein there is development of product to manufacturing to the marketing. In the
respective article, this has been analyzed that there are more than 79% of the different global
executives who have rated the agile performance management as the high kind of
organizational priority (Kenan-flagler.unc.edu, 2018).
For instance- Johnson & Johnson has tried to adopt the new experiment with the
continual kind of process of feedback which has been done through a customized application.
In this scenario, this has been seen that the feedback was effective in nature in comparison to
the other competitors in the market which focused on individual performance and not team.
Cappelli & Tavis, (2018) has analyzed that agile performance management is
becoming effective in nature in comparison to the traditional performance management. It
has been seen that agile HR management includes continuous feedback along with the
flexible kinds of goals. There is collaboration of the different kinds of employees and
employer in organizations which helps in achieving the goals in an effective manner. the

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authors have commented that the main focus of the agile performance appraisal is on growth
and supportive type of leadership (Bhatta & Thite, 2018).
Usage of Agile Performance Management System in Organizations
Trost, (2017) has commented that there are more than 90% Information Technology
businesses in the different parts of the countries that are following the agile performance
appraisal system and this has helped them in understanding the needs of the customers from
the business. On the other hand, Tziner & Rabenu, (2018) has commented that there are
different organizations such as Accenture which follows the traditional performance appraisal
system in which the main focus of the company is on individuals and not the performance of
the teams.
For instance- Bank of Montreal has tried to shift their focus on the teams and not
just the individuals who are working in the organization. With the implementation of agile
performance appraisal management, this has been analyzed that focus is on becoming more
fast and deliberate.
Google is the other example in which this has been seen that the goal of the
organization is on the performance of the team and this is effective for them to be more
effective and powerful in gaining competitive advantage effectively.
Comparison of the Agile Performance Appraisal Management Views in Both the
Articles
In the other article written by Schaufenbuel, (2015) has commented that the
continuous Performance Management in Deloitte has helped in understanding the concept of
the continuous performance management. The article helps in analyzing the transformation of
the traditional process of performance review to the agile performance management review

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technique which helps in gaining the continuous kind of feedback in an easy manner
(Dusterhoff et al., 2014).
Winter, (2015) has commented that there is huge flexibility in application of agile
performance management system and this has been explained with different examples of
Microsoft and Deloitte in which the traditional performance management system is not
working and in the today’s scenario, the managers and employees talk with one another
regarding the performance of employees more than once in a year and this is effective in
nature as well.
Schaufenbuel, (2015) has further commented that the main focus of the agile
performance management is on both current and future projects as this helps in improving the
overall efficiency of the organization and this helps the organizations in generating more than
35% higher returns and the companies which adopt the agile performance management
system gains more profits in comparison to the others.
Key Aspects on Analyzing Importance of Agile Performance Appraisal Management
It has been seen that there are different organizations in which the agile performance
management system is being applied and this has helped the organizations in gaining huge
profitability and productivity as well. Saeed & Sundararaman, (2018) has hypothesized that
he agile performance management is the new trend which is being followed by the various
organizations such as retail, insurance, consumer products and accounting firms as well. The
main focus of the different firms in such areas is to provide the employees with immediate
feedback throughout the year as this will make the teams become more nimbler and this will
be improving their performance effectively as well.
After the analysis and the different views from both the articles, this has been
analyzed and identified that there are various types of advantages of using the agile

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performance management system which helps in providing appropriate feedbacks in a regular
interval along with becoming more profitable and popular in comparison to the other
competitors in the market. The technology has helped the companies in becoming more
advanced wherein the collaborative work is appreciated and this helps the organization to be
more effective in performing the various tasks in an efficient manner as well.
Conclusion
Therefore, this can be concluded that agile performance management is effective in
nature in comparison to the other traditional methods of performance appraisal. The different
examples which has been stated above has helped in analyzing that the agile performance
management system has affected the organizations in a positive manner and this has been
able to be more successful and competitive in nature in comparison to the other competitors
in the market respectively which has helped the agile performance management system to be
more effective in comparison to the other methods.

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References
Bhatta, N. M. K., & Thite, M. (2018). Agile approach to e-HRM project management. In e-
HRM (pp. 77-92). Routledge.
Cappelli, P., & Tavis, A. (2018). HR goes agile. Harvard Business Review, 96(2), 46-52.
Dusterhoff, C., Cunningham, J. B., & MacGregor, J. N. (2014). The effects of performance
rating, leader–member exchange, perceived utility, and organizational justice on
performance appraisal satisfaction: Applying a moral judgment perspective. Journal
of business ethics, 119(2), 265-273.
Kenan-flagler.unc.edu. (2018). [online] Available at:
https://www.kenan-flagler.unc.edu/~/media/Files/documents/executive-
development/unc-white-paper-transforming-the-traditional-performance-review-
process.pdf [Accessed 1 Aug. 2018].
Saeed, F., & Sundararaman, V. (2018). Employee performance evaluation in agile work
environment.
Schaufenbuel, K. (2015). Motivation on the Brain–Applying the Neuroscience of Motivation
in the Workplace. UNC Kenan Flagler Business School.
Trost, A. (2017). The end of performance appraisal: a practitioners' guide to alternatives in
agile organisations. Springer.
Tziner, A., & Rabenu, E. (2018). Ways to improve the performance appraisal system 2:
Alternative strategies for assessing and evaluating performance. In Improving
Performance Appraisal at Work. Edward Elgar Publishing.
Winter, B. (2015). Agile performance improvement: the new synergy of agile and human
performance technology. CA Press.