Employees Performance Appraisal Satisfaction
Performance
appraisal is one of the major activities of human resource management which
help an organization to fulfill their strategic goals. Alternative relationships between performance
appraisal satisfaction and employee outcomes of self-reported work performance,
affective organizational commitment is highly important for an organization’s
growth. The personnel overall
performance appraisal pride
is extensively and definitely associated with work
attempt and affective
organizational commitment.
It has been suggested that if employees
are not appraised for their good performance, then for the next time, they will
not do that work again and it was found there exists a positive relationship
between performance appraisal satisfaction and employee work performance
(Pettijohn et al., 2001). Besides this, research studies also concluded that
there is a positive relationship between employee’s satisfaction
of performance appraisal and work performance (Pettijohn et al., 2001; Roberts & Reed, 1996).
As experience in my organization, using a proper performance appraisal system and offering it to employees can benefit by clarifying goals and expectation for the employees as well as an organization and it’s developing very comfortable working surroundings of open communication. An advantage of using performance appraisal management can identify their employee’s goals and weaknesses with that department heads, managers can work together for further developing skills and strengths of their team members.
Benefits
Performance appraisals advantage the organization as well as individual employees they boom rapport among control and employees, boom task delight and enhance employees’ experience of loyalty closer to the organization. Performance appraisals determinations help the worker in seeing how his function with inside the organization contributes to the organization’s general success, as a consequence growing worker morale. All of those cause better productiveness amongst employees, which improves organizational productiveness.
- Promotion: Performance Appraisal facilitates
the supervisors to chalk out the advertising
programmed for green
employees. In this regards, inefficient people may be brushed off or demoted in case.
- Compensation: Performance Appraisal facilitates in chalking out reimbursement programs
for employees. Merit score
is feasible through overall performance
appraisal. Performance Appraisal attempts
to offer really well worth to an overall performance.
- Employees Evaluation: The systematic system of overall performance appraisal facilitates the supervisors to border education regulations and programmed. It facilitates to analyses strengths and weaknesses of personnel in order that new jobs may be designed for green personnel. It additionally facilitates in framing destiny improvement programmed.
- Selection Attestation: Performance Appraisal allows the supervisors to apprehend the validity and significance of the choice procedure. The supervisors come to realize the validity and thereby the strengths and weaknesses of choice procedure. Future modifications in choice strategies may be made on this regard.
- Communication: A powerful conversation between employees and employers could be very important. Through overall performance appraisal, the employers can understand abilities of subordinates as well as subordinated can create a trust and confidence in superiors it’s develops the spirit of work and boosts the morale of employees.
- Motivation: Performance appraisal serves as a motivation tool. Comparing overall performance of employees, a person’s efficiency can be determined if the targets are achieved. This thoroughly motivates someone for higher process and enables him to enhance his overall performance with inside the future.
According to Mufeed S. Ahmad (2004, p.10), the relationship among the Performance Appraisal and organization progress as follows:
An overall performance appraisal wishes
to have value for the worker to be powerful. Employees Employee’s
should not sit and allow a performance review meeting to be a one-way
conversation. Several guidelines
for personnel on overall performance value determinations can assist to make the overall performance overview system powerful and
a part of the employee’s expert development.
Reference:
Ahmad.S.M (2004) Performance Appraisal Management. New Delhi:
Anmol Publishing (Pvt) Ltd.
Pettijohn, C.E., Pettijohn, L.S. &
Taylor, A.J. (2000). Research note: An exploratory analysis of salesperson
satisfactions of the criteria used in performance appraisals, job satisfaction
and organizational commitment. The Journal of Personal Selling & Sales
Management, 20(2), 77-80. Pettijohn, C., L.S.
Pettijohn, A.J. Taylor & B.D. Keillor,
(2001). Are performance appraisals a bureaucratic or can they be used to
enhance sales-force satisfaction and commitment?Psychology and marketing,
18(4), 337-364
Roberts, G.E. & Reed, T.
(1996).Performance Appraisal Participation, Goal Setting and Feedback. Review
of Public Personnel Administration, 16(4), 29-60.
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Regarding the relationship between the feedback mark and the perception of PA satisfaction that is it is intellectual that negative feedback should be linked to lower PA satisfaction. Similarly, when viewed positively, individuals are generally more receptive to feedback and Correct, higher PA can lead to satisfaction (Culbertson, 2013)
ReplyDeleteReference:
Culbertson, S. S., Henning, J. B., & Payne, S. C. (2013). Performance appraisal satisfaction: The role of feedback and goal orientation. Journal of Personnel Psychology, 12(4), 189-195
The process of performance appraisal helps in elucidating the expectations of organization from the activities, performances and outcomes of the employee. If the employee dose not knows in which fields he has the authority for decision making, what activities he/she is expected to do and how she/he is judges, he/she can not decide and therefore he/she will have to resort to trial and error to fulfill the expectations of his/her superior.
ReplyDeleteEmployee performance appraisal satisfaction directly connected with the engagement and retention as well as the attracting new talent. If the appraisal evaluation match with employee perceived value about themselves their performance and loyalty increase significantly. Increasing the employee trust create an attractive employer brand.
ReplyDeleteperformance appraisal is a managerial process that links organizational objectives, performance standards, and evaluation, to which the performance review is often applied. Performance appraisal in the organization is considered a key human resource management (HRM) practice for measuring effectiveness and efficiency (Redman et al., 2000). Fletcher (2001) defines performance appraisal more broadly as “activities through which organizations seek to assess employees and develop their competence, enhance performance and distribute rewards”. Performance appraisal can be simplified as a process of assessing the quantitative and qualitative aspects of a subordinate’s job performance. They also identify that the dual purposes of performance appraisal are to develop subordinates and to improve organizational performance simultaneously.
ReplyDeletePerformance appraisal is one of the main activities which is practiced by trending businesses. Performance management is not just about dealing with weak performers. It is a process that begins with getting the right people, setting the right employee expectations, training employees to deliver efficient, high-quality service, and dealing with low performance proportionately and appropriately. As a result of performance appraisal, constructive feedback is needed and needs appreciation as salary increment promotion, etc. it is kept in mind, that appraisal should not be a demotivating activity. Employees need to feel empowered to speak openly and honestly. Similarly, they should feel that feedback is not a critique, but is meant to make them happy in their work by giving them more effective and higher value. Therefore, the words you choose when giving feedback should reflect this approach.
ReplyDelete