Foundation in Management: Performance Appraisal Report Analysis

This report delves into the core concepts of management, emphasizing the significance of performance management and appraisal within organizations. It provides a comprehensive overview of how firms manage their operations in the evolving marketplace, including detailed explanations of perfor...Read More

Foundation in
Management
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Table of Contents
INTRODUCTION...........................................................................................................................3
Summary..........................................................................................................................................4
Analysis ...........................................................................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8
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INTRODUCTION
Management refers to administration along with coordination within the tasks for
attainment of identical goal. Basically, it illustrates the way in which things are being used for
handling, making supervision or being a in charge of carrying out different activities. The
process of management comprises of adequate planning, giving directions, organisation and
controlling them within precise manner. This aids within allocation of finite resources to their
employees or individuals through which they can carry out their functions in precise manner as
per the requirements (Aven and Thekdi, 2019). These resources comprise of technological,
financial or human capital that are required for making sure that all the operations are conducted
in precise and effective manner. Performance management illustrate the ongoing process which
aids within having interaction among employees as well as supervisor for accomplishment of
their strategic objectives. Communication occurs in order to ensure that all the expectations of
clients can be accomplished, determination of goals, furnishing feedback as well as making
reviews of the outcomes. It assists management within tracking and evaluating work of
employees along with this environment is being created where each individual can carry out their
activities as per their best abilities for producing higher quality work in effective as well as
efficient manner.
Performance appraisal implies regular review of job performance of employee and their
overall contribution within firm. This is liable for evaluation of achievements, skills as well as
growth of an individual. It denotes systematic evaluation of employee’s performance for
understanding their abilities for having further growth as well as their development (Bayati,
Ghasemizad and TAHERI, 2019). This assist firm and employee to attain their respective goals
in an enhanced manner. The outcome of performance appraisal also indicates whether the
organisation is going in the right direction or not. Performance appraisal is one of the important
sub-functions of staffing in management. This report will provide an insight into concept of
management, evaluation of performance management along with performance appraisal. This
will provide with adequate knowledge with respect to the ways in which firms manage their
operations within evolving marketplace.
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Summary
An effective performance appraisal process is essential for all organisations if they want
to increase the overall productivity of their employees (Carman and Al-Omari, 2019). A
performance appraisal is usually conducted once a year and involves the review of overall
performance of the employees. It is an important aspect for an organisation because it helps in
determining the overall performance of the employees, as well as ensuring that they put in best
efforts to complete a task. There are a lot of different methods of performance appraisal, like 360
degree appraisal, 720 degree performance appraisal, Behaviourally Anchored Rating Scales
appraisal method etc. These methods have their respective advantages and disadvantages.
The main purpose of a 360 degree appraisal is to develop a better understanding of how
can employees function as a part of a team. The biggest advantage of using 360-degree feedback
as the performance appraisal tool is it helps organisation or the management to get a broader
perspective of an employee’s weakness and their overall strength. On the other hand, the
advantages of 720 degree performance appraisal is that the system helps organisation like to take
the feedback from the most sources so that adequate information related to the formation of an
individual can be identified. Different studies have been conducted that can help in
understanding the extent to which performance appraisals are effective in assessing the overall
performance of nurses within a health care setting.
It is important for every organisation to make sure that they have a proper performance
appraisal process so that they can increase the productivity of the employees and also improve
their outcomes. It is often seen that performance management appraisals are the process which is
once conducted in an organisation annually on the employee’s performance as well as
productivity (Carner, 2019). It is comparing to the set objectives for the employs in order to
derive result of performance management. There are a number of benefits of performance
management for an organisation because they do not only determine whether the performance of
an employee is up to mark or not but they also help in raising their wages and promotion. Other
than this performance management is also helpful in evaluating skills and strengths of employees
in an organisation.
However, there are different performance appraisal methods which are helping an
organisation and sometimes they also failed to fulfil the requirement of an organisation. It is the
duty of human resource manager in an organisation to make sure that they are implementing a
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proper performance management system in the organisation from a number of options available
to them. There are a number of big retail giants such as Walmart who use management by
objectives performance appraisal method in order to make sure that the participation of all the
managers which are top middle and first line managers are appropriate in the organisation. There
are other organisations such as Procter and Gamble, Ford motors who use psychological
appraisals and personality and performance management and the employees (Hassan and et. al.,
2020). There are a number of different appraisal methods which can be used by organisations for
the employees of the organisation. Below mentioned are some of the common methods which
are used by a number of huge organisations in the business in order to review the performance of
the employee and effectively reward them accordingly.
The main purpose of the author behind the study is to analyse the effectiveness of
performance appraisals. Performance appraisals are influenced by the working environment as
well as culture of workplace. This is because these factors can make the process ineffective and
lead to a loss of motivation among the nurses. Apart from the different methods of performance
appraisal like 360 and 720 degree performance appraisals, peer review method is also another
technique that can be used. Apart from this, it is also important for the managers to trained in
measuring the performance. Linking performance with financial rewards can increase the
effectiveness of the process and enhance the level of performance of the nurses in a health care
setting.
Analysis
It is important for the managers of a company to manage the overall performance of the
employees within the company. They can make use of various tools in order to measure the
overall performance of the employees. The reason is that these can provide a better
understanding of how employees within the workplace have been performing. There are many
benefits of performance appraisal that have been claimed (Johansen, 2019). This system of
measuring the performance is used in both public as well as private sectors. It can have a
significant impact on the overall performance of nurses. There have been studies that are
conducted in order to analyse the impact of the same. It was found that the nurses are satisfied
with the process and that it has increased their overall motivation level.
Performance appraisals are one of the most common tools that are used for the
measurement of performance. Although there are many benefits of the tool, there are still some
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limitations of the same. Based on the study, it can be said that the judgement of employees that is
made by the managers can create a sense of biasness among them. As per the view point of
Annette, performance management systems that are effective, ensure that the goals of individual
team members as well as the team are in sync with the overall goals of the organisation (Effective
performance management: How successful organizations manage staff, 2020). The data which is
collected for the study, is analysed with the help of SPSS as it can provide useful insights about
the extent to which performance appraisals are effective.
But, there can also be cases wherein nurses are not satisfied with the way performance
appraisals take place within their firm. It has been observed that some nurses feel demotivated
and think that the performance appraisal is not fair (Chelladurai and Kerwin, 2018). They think
that the managers who measure the overall performance of the nurses, do not put any time or
effort in the process (Kochanek and et. al., 2019). On the other hand, in some cases it has been
observed that nurses, who are satisfied with the way performance appraisal is done, are much
more motivated and productive. There are different types of performance appraisal methods that
can be used by the managers in order to assess the overall performance of the employees
effectively. These can include 360 performance appraisals, 720 degree performance appraisals,
Behaviourally Anchored Rating scales appraisal method etc.
In order to analyse the extent to which performance appraisals are effective can also be
analysed by determining if the overall experience of the nurses about the performance appraisal
is a contributor to job motivation or not. Nurses believe that goals for the patients are more
motivating than the goals of the institution that they work for (Kanki, Anca and Chidester, 2019).
Apart from this, if the managers are not well trained and disciplined to do performance
appraisals, the process will not be effective. Rather, this will make it difficult for them to
undertake the process of performance management. This will also affect the overall effectiveness
of the process of performance management in a negative way.
On the other hand, if the process of performance appraisal is effective and structured in a
proper way, the motivation level of the nurses will increase (McLaren, 2020). As a result, their
professional learning as well as ability to do self-assessment will also increase. It has been seen
that it is difficult to measure the performance of nurses directly. Therefore, it can be said that the
extent of effectiveness of performance appraisals is based on their structure. This is because
there can be internal as well as external influences. On analysis, it has also been observed that it
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is difficult to assess the role of a nurse in public as well as private health care institutions.
Results of some studies can be weak but some of them can yield useful and informative results.
The culture of the organisational can also influence the overall perception of the nurses
about performance management. If the performance is linked with financial rewards, the
effectiveness of performance appraisals will increase (Niu, Zhou and et. al., 2019). Apart from
being effective, there can also be the case wherein the performance managers are not interested
in undertaking the process. But if, the process is not carried out effectively, the morale as well as
motivation level of the nurses will get affected. Due to this, they might lose interest in their jobs.
From the above analysis, there are some recommendations that can be included in order to
improve the effectiveness of performance appraisals. There are various ways of doing so like
regular feedbacks can be provided to the nurses. This will allow them to identify their strengths
as well as areas they need to improve in (Sriyogi and Kotzab, 2019). As a result, they will
perform much more effectively and contribute to the overall performance of the institution.
There should not be any judgements about the employee and the decision-making process should
be two way, rather than only the managers making all the important decisions.
CONCLUSION
From above it can be concluded that management is a broad concept that plays a critical
role within success or failure of the organisation. It refers to handling of the activities that are
being conducted to ensure that overall goal of firm is attained. This is done by formulation of
plans, communicating them, monitoring the activities, conducting meetings to analyse the
performance and implementation of the plan to ensure that all the aspects are carried out as per
desired standards. While working within the corporate environment, performance management is
essential as each employee need to acquire skills and capabilities through which they can ensure
that they are apt for specific job role. For this, firms take various steps like give on role training
to their employees, involve them within decision making, formulate teams through which they
can interact with others and learn new things, etc. This leads organisation to ensure that they
have adequate workforce who can make their contribution for attaining objectives as per the
desired standards.
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REFERENCES
Books & Journals
Aven, T. and Thekdi, S., 2019. Enterprise Risk Management: Advances on Its Foundation and
Practice. Routledge.
Bayati, A., Ghasemizad, A. and TAHERI, A., 2019. Investigating the Causes of hindering the
Implementation of Decentralized Management in Educational Offices in Western
Counties of Isfahan Province with the Approach of the Foundation Data Theory.
Carman, T. L. and Al-Omari, A., 2019. Evaluation and management of chronic venous disease
using the foundation of CEAP. Current cardiology reports. 21(10). p.114.
Carner, M., 2019. A human-centred design approach to digital asset management: User
experience as a foundation for system-configuration design. Journal of Digital Media
Management. 7(4). pp.357-365.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Hassan, K. B. and et. al., 2020. Enhancing Foundation Student Interest in Mathematics Through
the Use of Mathematics Games. Selangor Science & Technology Review
(SeSTeR). 4(1). pp.1-5.
Johansen, J. H., 2019. The Foundation: A New Perspective on Management in Complexity.
In Paradox Management (pp. 67-91). Palgrave Pivot, Cham.
Kanki, B. G., Anca, J. and Chidester, T. R. eds., 2019. Crew resource management. Academic
Press.
Kochanek, P. M. and et. al., 2019. Guidelines for the management of pediatric severe traumatic
brain injury: update of the brain trauma foundation guidelines. Pediatric Critical
Care Medicine. 20(3S). pp.S1-S82.
McLaren, P. G., 2020. Strengthening capitalism through philanthropy: The Ford Foundation,
managerialism and American business schools. Management Learning. 51(2).
pp.187-206.
Niu, Y., Zhou and et. al., 2019. The effects of topographical factors on the distribution of plant
communities in a mountain meadow on the Tibetan Plateau as a foundation for target-
oriented management. Ecological Indicators. 106. p.105532.
Sriyogi, K. and Kotzab, H., 2019. The Intellectual Foundation of Supply Chain Management
Performance Models: A Bibliometric Analysis and Synthesis. Int. J. Comparative
Management, Forthcoming.
Online
Effective performance management: How successful organizations manage staff. 2020. [Online].
Available through:<https://www.ckju.net/en/dossier/effective-performance-
management-how-successful-organizations-manage-staff>.
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