Industrial and Organizational Psychology: Appraisal Process Analysis

This report delves into the realm of industrial and organizational psychology, focusing on the critical aspect of the appraisal process. It begins by highlighting the importance of employee performance management and the role of appraisals. The report then outlines the four key elements of the appraisal process: planning, implementation, assessment, and review. Planning involves setting organizational objectives to guide employee performance. Implementation focuses on motivating employees to achieve their goals. Assessment involves evaluating employee performance and providing feedback. Review entails aligning employee performance with the organization's mission and vision. The psychological rationale behind the appraisal process is also discussed, emphasizing the importance of recognizing individual capabilities. References to relevant literature are included to support the analysis. This report provides a comprehensive understanding of how to manage the employee performance and rating and appraising the employees according to their performance.

Running head: INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY
Industrial and Organizational Psychology
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Industrial and Organizational Psychology
Managing the employee performance and rating and appraising the employees according to
their performance is one of the most important aspects of the appraisal process. Therefore, in
order to apply an ideal appraisal process into the system, it is important to understand the key
elements of the same, and there are four key elements of the appraisal process.
Planning: This refers to setting organizational aim and objectives to guide the performance of
the employees. As per the researchers, setting of the organizational objectives and goals,
applying the SMART method, will help the employees to understand the business conduct of
the organization and therefore, will guide their performances (Milliman & Clair, 2017).
Implementation: Implementation refers to the processes of motivating the employees, to
make them achieve their goals. The managers or the leaders, align the employee goals with
the organizational goals in order to motivate the employees and to increase the productivity
(Mone & London, 2018).
Assessment: A performance appraisal can only become effective if it practices a feedback
process. Assessment refers to assessing the performance of the employees and further
commenting upon them. It helps the managers to understand the ability and capability and the
productivity of each of the employee and further including an appraisal process according to
that (Milliman & Clair, 2017).
Review: This refers to the process of reviewing the employee performance and managing the
appraisal system considering the mission and vision of the organization and aligning the
employee performance with that (Mone & London, 2018).
The psychological reason that underlie the appraisal process is that, each of the employees
are provided with same means and modes, therefore, if someone is doing better then it is their
capability to perform better, and this must be recognized.

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Industrial and Organizational Psychology
References:
Milliman, J., & Clair, J. (2017). Best environmental HRM practices in the US. In Greening
People (pp. 49-73). Routledge.
Mone, E. M., & London, M. (2018). Employee engagement through effective performance
management: A practical guide for managers. Routledge.