Analysis of Performance Appraisal Methods for Zespri International Ltd

This memo-style report analyzes various performance appraisal methods suitable for Zespri International Ltd's marketing department. The report begins by highlighting the importance of performance appraisals based on the business environment analysis. It then delves into specific methods, including psychological appraisals, management by objectives, comparative evaluation, essay method, rating scales, 360-degree appraisal, cost accounting, and behavioral checklists. Each method is briefly described, outlining its key features and potential benefits for Zespri. The report concludes by emphasizing the value of performance appraisals in identifying weaknesses, improving communication, and fostering employee development, while acknowledging the goal of performance appraisal exchange of ideas and coming up with an action plan. References to relevant academic sources support the analysis.

Running head: MEMO 1
MEMO
To: XYZ
From: ABC
Date:
Subject: Performance Appraisal Methods of Zespri International Ltd
Based on the finding of the business environment analysis done earlier, it’s clear that appraisal
on employees performance in the marketing department needs to be done. Our team has come
up with best possible performance appraisal methods that could help provide performance
reviews to workers in the marketing department. The performance is based on quality and
quantity of products, leadership, cooperation, job knowledge and many others. These methods
include;
Psychological appraisals
This method assesses workers potentiality for future performance. It’s done through an in-depth
discussion with supervisors and interviews (Salleh &Halim, 2013). This approach focuses on
employees’ emotions, intellectual ability and personal factors that might affect performance. It's
beneficial for young, bright individuals who may have huge potential that can be utilised in the
marketing department.
Management by objectives
Performance is based on the achievement of objectives put in place by the management. Goals
and the desired outcomes are established for every employee, and after that, a comparison of the

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actual goals and the standard ones are compared. Both positive and negative feedback could be
given, and plans for improvement lay down.
Comparative evaluation method
Performance is compared with those of co-workers where rankings and paired comparisons are
used. In the ranking method, the manager will rank his subordinates from best to the worst. In
paired comparison, employees are rated in pairs with the comparison being calculated through a
formula.(Poon, 2004)
Essay method
The human resource manager will write down a detailed description of the employees’
performance, attitude, capabilities, qualifications, strengths and weaknesses .this allows bridging
the information gap about the workers (Barnadin &Wiatrowiki, 2013)
Rating Scales
These are numerical scales that have job-related performance criterion .the scales range from
excellent to poor .the scores are computed, and results can be derived .it’s easy to measure the
performance of a huge number of employees using this method.
360-degree appraisal
This is a feedback-based method that is used to ascertain requirements for training and
development. Performance information is collected from within the organization, and an
employee is assessed by every stakeholder whom he or she interacts within the course of
business. These people provide information by completing some questionnaires. Information is

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then compiled through a computer system for preparation of reports. The report is presented to
the worker being appraised then he or she has to give feedback. This also allows an employee to
compare perspectives of different people in the evaluation process (Zhu, 2014)
Cost accounting method
Employees are appraised based on the monetary benefits they yield to the company. The cost and
benefits of retaining the employees are analyzed (Bernadin, 2013). Several factors that are
looked into while using this method include; quality of service offered or product rendered,
damages caused and relationship with other workers.
Behavioural checklist
Employees performance is measured based on his behaviours.it has an advantage of boosting
morale since the human resource manager has to describe employees behaviours and how it
impacts performance.
Having carefully examined the best possible ways that could be used to appraise employees’
performance, we can conclude that Zespri International Limited will benefit immensely from
implementing them. It’s through appraisal that the company can identify its weaknesses and
work towards making them strengths (Keskes, 2015).it also improves communication between
supervisor and employee. However, it should be noted that the goal of performance appraisal
exchange of ideas and coming up with an action plan.

MEMO 4
References
Bernardin, H. J., & Wiatrowski, M. (2013). Performance Appraisal. Psychology and Policing,
257
Keskes, I. (2014). Relationship between leadership styles and dimensions of employee
organizational commitment: A critical review and discussion of future directions.
Intangible Capital, 10(1).
Mayer, Roger C., and James H. Davis. "The effect of the performance appraisal system on trust
for management: A field quasi-experiment." Journal of applied psychology 84.1 (1999):
123
Poon, J. M. (2004). Effects of performance appraisal politics on job satisfaction and turnover
intention. Personnel review, 33(3), 322-334.
Salleh, M., Amin, A., Muda, S., & Halim, M. A. S. A. (2013). Fairness of performance appraisal
and organizational commitment. Asian Social Science, 9(2), 121.
Zhu, Joe. Quantitative models for performance evaluation and benchmarking: data envelopment
analysis with spreadsheets. Vol. 213. Springer, 2014.