MBA HRM Assignment, University Name, Performance Appraisal Report

This report analyzes performance appraisal methods, contrasting the traditional annual evaluation with the modern real-time feedback coaching format. The author, in the role of a performance management director, supports the real-time coaching format, emphasizing its adaptability to the chan...Read More

Running head: MBA HRM ASSIGNMENT
MBA HRM ASSIGNMENT
Name of the Student
Name of the University
Author Note

1MBA HRM ASSIGNMENT
Performance Appraisal is one of the widely used components that are used by the
performance managers to evaluate the performance of the employees. This tool has been used
to look at the ways through which employees are meeting the needs and expectations of the
company. Previously it has been used annually but with the modern-day business and the way
market competition develops this tool has been used with the format of developing real-time
coaching systems.
I would prefer a real-time coaching format that depends on feedback and is the most
suitable one than that of the traditional way of evaluation done in an annual way. The
environment of corporate is changing in a constant way and that creates a risk for inspiring
the employees. This does not inspire the employees and that most of the employees fear their
performance development. With the new appraisal for performance most of the directors can
take action over the activities of the employees. According to Bell (2011), this helps most of
the supervisors to make a ranking on to the employees whether their work satisfied the need
of the organization or whether they should develop their skills for meeting the needs of the
organization.
I have found that previously it has not been taken into notice whether employees need
training or not. With the passage of time and the market competition companies found to
develop the skill of the employees by evaluating the feedback. As opined by Short (2011),
most of the companies in the previous day used to look for the decision taken by the
management and give appraisal to the employees according to that. It is now a need for most
of the companies to know of the needs of employees so that training can be developed
according to manner. This helps the company to hold a good position in the market of
competition.

2MBA HRM ASSIGNMENT
According to my opinion in the yesteryears way of appraisal, only the flaws of the
employees were brought into notice and not the participation has been looked at by the
management of performance. This creates a difference between the employees with that of
the management. The new appraisal reduces the risks that are associated legally with the
performance appraisal. Previously it has been seen that there are discriminations done to the
employee intentionally and that led to risks of employee retention in a company. This has
been found to reduce with the new appraisal method as it is done quite in a fair way (Vranjes,
2016). Fredrick Taylor who has been referred to as the pioneer of
scientific management
develops the way through which productivity in the industrial sector can be measured. Taylor
wanted to increase the productivity of the worker and made sure to know of the problems of
worker hatred. Modern-day appraisal if to be looked then it is developed with the way Taylor
has defined it. Taylor made it sure that if workers are given incentives as method of rewards
then most of the employees whose skill are surpassed it will develop accordingly (Blake &
Moseley, 2011).
In my opinion Fredrick Taylor gets to impress with the feedback of real-time because
the aim is quite similar to the ways of the study made by this pioneer. In this system one of
the greatest things that I have noticed is that the proximity of evaluation is very close and that
employees get feedback at the earliest. This helps in the development of productivity in the
workplace. This system would help Taylor to continue the work and made it more specific by
the application in the workplace. This system is found to be the best as it develops the
productivity of the employees with that of the money that has been the need in an actual
manner (Govekar & Govekar, 2012)

3MBA HRM ASSIGNMENT
Still, I have found that this system is not different from the ways when a manager uses
to treat employees with money despite doing shit works. This is one of the ways of giving an
employee preference where actually no transparency in evaluation works and that is quite
similar to the previous days.
In conclusion it can be said that modern-day of appraisal is the best to evaluate
employee performance. Still it has been found that most of the management people prefer an
employee during the evaluation process which needs to be stopped at the immediate. This
will help in developing the best appraisal for the employee and that will eventually help in
developing employee productivity.

4MBA HRM ASSIGNMENT
Reference
Bell, R. L. (2011). Teaching present-day employees the value of scientific management.
Supervision, 72(6), 5-8.
Blake, A. M., & Moseley, J. L. (2011). Frederick Winslow Taylor: One hundred years of
managerial insight. International Journal of Management, 28(4), 346-353
Govekar, P., & Govekar, M. (2012). The parable of the pig iron: Using Taylor’s story to
teach the principles of scientific management. Journal of Higher Education Theory
and Practice, 12 (2), 73-83
Short, J. C. (2011). The debate goes on! A graphic portrayal of the Sinclair-Taylor editorial
dialogue. Journal of Business & Management, 17(1), 43-55.
Vranjes, T. (2016). Reduce the legal risks of performance reviews. HRNews