Article Critique: Analyzing Effective Performance Appraisal Systems

This article critique examines the complexities of performance management systems within organizations. The critique focuses on an article discussing various measures to improve performance appraisal, including upgraded rating scales, forced distribution methods, and improved descriptions of performance levels. The critique highlights key issues such as the importance of aligning performance goals with business strategy, the necessity of training for both appraisers and employees, and the impact of leadership behavior on system effectiveness. The author recommends separating development-related discussions from reward-oriented appraisals and customizing appraisal systems based on departmental needs. The critique emphasizes that an effective performance management system should be driven by organizational strategy and supported by management, with initial performance evaluation followed by separate meetings for development and feedback. Integrating a comprehensive HR strategy with performance and talent management processes is also highlighted as crucial for organizational success.

Running Head: ARTICLE CRITIQUE
human resource management
[Document subtitle]

1
ARTICLE CRITIQUE
Introduction
Appraisal of Performance in an organization is considered as the most criticized practice of
managing the performance and the talent as many employees consider it as a waste of energy and
time 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 is
significant for managers to gather all the information about the individual’s performance, their
knowledge and skills and their performance goals and responsibilities for the future. In the
article, there are various measures suggested and discussed to improve the management of
performance and its appraisal. For example, methods like new and upgraded scales for rating,
methods of forced distribution, improved description of level of performance and competencies
and spontaneous ties to termination and pay may help to appraise the performance of the
employees in the organization in an improved and better way. In this article, the various methods
of effective performance appraisal like systems which are web based and technology based
appraisals are discussed. Furthermore, the behaviors of leadership in an organization and
management systems determine the utilization and execution of appraisals are discussed in
further sections.
Key Issues/Questions
Management of performance systems involve many features and are complex. For the
organization to have a perfect fit and design of strategy, it is important to have right features and
goals 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 which
relates the performance of HR Functions and comprehensive performance of organization

2
ARTICLE CRITIQUE
include the setting of goals and objectives which are driven by the strategy of the business as
well as the individual performance. The objectives must be clearly linked with the organizational
and individual strategy and must not be imposed over them because if they do not participate in
setting the goals, they lack the commitment to achieve them and hence they lack the intrinsic
rewards within them to achieve those goals. The training the appraisers and the employee being
appraised is necessary for successful accomplishment of performance management appraisals.
The key leadership and managerial determine the efficiency and effectiveness of system of
performance management. It includes the senior management leadership, ownership of
management and balances, checks and system of operations as they all deal and handle with the
leading and owing of the system of performance management. The web based system of
performance management are fast and they speed up the process but many leaders and users of
that system are not used to it which leads to errors in the outcomes and results of this
performance system. In most of the large corporations, the appraisal systems are customized
based on the work’s complexity and hierarchy levels in the organizational structures. It is
considered as a tedious process as it requires various appraisals designs which can be biased and
produce less effective results for the actual performance.
Recommendation and Critique
The most effective system of performance management which relates the performance of HR
functions and comprehensive performance of organization include the setting of goals and
objectives 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 the
effective management of performance system as the discussions of appraisal makes it tough for
the individuals to participate in discussion of development as the appraisals do contain negative

3
ARTICLE CRITIQUE
responses and feedbacks that dominates the arguments and discussions. It is highly significant to
polish the skills and knowledge of individuals who are appraising the employees and to train
them about the procedure to be followed for the performance appraisal. As per the readings, it is
recommended to distinguish and keep apart the development related discussions with the
discussions related to reward oriented performance appraisal because when appraisal and pay are
discussed together, individuals tend to hear only about pay and ignore the discussions regarding
developmental feedback. The key leadership and managerial determine the efficiency and
effectiveness of system of performance management. It includes the senior management
leadership, ownership of management and balances, checks and system of operations as they all
deal and handle with the leading and owing of the system of performance management.
Although web appraisal system can help to speed up the process, permit wider participation in
appraisal and setting of goals, structuring of work process for individuals, they still lack the
adaptability from the employees as the system is new for them and they are not that much skilled
to operate them. Still in future, it can be estimated to provide relatively great speed, lower the
costs and the integrity to combine the results with process of talent management in corporations.
Lastly, it is recommended for the evaluators to design the appraisal system as per their own
department and use it for their employers and employees to whom they directly report to as they
only have the best knowledge about the work that is done in their own respective departments.
Conclusion
For effective management of performance systems, it involves the management process and
leadership to set the goals that are driven by strategy. When system is owned by management,
instead of the department of HR and it gets sufficient support from the senior leaders, the system
of performance management becomes much effective. Initially, the performance evaluation

4
ARTICLE CRITIQUE
should be done, and after that a meeting should be conducted separately for the development and
feedback. There should be proper training of the employees being appraised and the appraisers to
easily fix the issue of raising and solving queries and feedbacks of the employees. Integrating the
comprehensive strategy of human resource with processes of performance management and
overall system of talent management is a key to make the performance management system
effective in an organization. Thus, it can be concluded that the system of performance
management and its effective should be driven by the strategy of the organizational business
which is highly and strongly correlated.

5
ARTICLE CRITIQUE
REFERENCE
Lawler III, E. E., Benson, G. S., & McDermott, M. (2012). What makes performance appraisals
effective? Compensation & Benefits Review, 44(4), 191-200.