Critically Evaluating Performance Appraisal for Strategic Objectives

This essay critically evaluates the role of performance appraisal in achieving an organization's strategic objectives. It highlights that performance appraisal is an important factor in motivating employees and improving their efficiency through bonuses and rewards. The essay emphasizes the importance of aligning performance appraisal with employee expectations to create a positive working environment and boost morale. When employees are satisfied with their rewards, they are more likely to focus on their work and contribute to the achievement of organizational goals. The essay concludes that a well-executed performance appraisal system, considering employee expectations, is crucial for accomplishing strategic objectives, leading to overall growth and profitability. Desklib provides access to similar solved assignments and study resources for students.

Running head: Resource management
Resource Management

Resource management
“Critically evaluate and discuss the role of performance appraisal in
relation to achieving the strategic objectives of an organization”
Introduction
Performance Appraisal is considered as one of the important factor in relation to the employees.
According to Dipboye 2018, performance appraisal motivates the employees of the organization
to work with efficiency. In context to performance appraisal it has been seen that organizations
offers bonus or rewards which give positive impact on their overall working pattern.
Performance appraisal
According to Kim & Holzer 2016, strategic objectives of the company are related with the goals
which are set by the top management or the managers. It is important for the employees to
achieve objectives so that operations of the company can be completed with success.
Therefore, it can be stated that performance appraisal can give impact on the overall efficiency of
the employees. According to Mitchell 2017, employees feel motivated when they are appraised
for their work in the workplace. It not only boost their morale but also helps them to focus on the
given targets or goals. It is essential for the top management to focus on offering bonus
according to the expectation level of the employees. If employees feel demotivated with the
bonus or their expectation are not met after giving good performance in the workplace, then it
can be difficult for the company to accomplish goals and objectives.
According to Lee & Steers 2017, performance appraisal helps to create positive working
environment in the workplace which gives impact on the overall strategic objectives of the
company. Positive environment can only be created when employees are satisfied with monetary
rewards offered by the company. According to the performance, it is important for the managers
to offers rewards so that positive impact can be seen on the overall productivity of the
employees. It has been said that a satisfied individual focuses more on work and try to give their
best towards the activities which are assigned.
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Conclusion
Therefore, it is important for the top management to focus on performance appraisal by
considering the expectation of the employees. If expectations of the employees are met then it
can be easy for the company to accomplish goals and objectives. By accomplishing goals and
objectives positive impact can be seen on the overall growth and profitability. So, performance
appraisal has a link with the strategic objective of the company.
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References
Dipboye, R. L. (2018). Criterion Development, Performance Appraisal, and Feedback. In The
Emerald Review of Industrial and Organizational Psychology (pp. 535-579). Emerald
Publishing Limited.
Kim, T., & Holzer, M. (2016). Public employees and performance appraisal: A study of
antecedents to employees’ perception of the process. Review of Public Personnel
Administration, 36(1), 31-56.
Lee, T. W., & Steers, R. M. (2017). Facilitating effective performance appraisals: The role of
employee commitment and organizational climate. In Performance measurement and
theory (pp. 75-93). Routledge.
Mitchell, T. R. (2017). The effects of social, task, and situational factors on motivation,
performance, and appraisal. In Performance measurement and theory (pp. 39-72).
Routledge.
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