ipl-logo

Employee Appraisal Fairness Process

1762 Words8 Pages
bulb-icon

Recommended: Performance appraisal literature review

Employee Appraisal Fairness process
Performance appraisals are the basic element of human resource management. Many HR decisions are totally based on the results of the Appraisal. Kelly, (2008) studied that over 80 percent of the respondents are in desire of the appraisal system, along with 45 % respondents indicates that appraisal system needs improvement. Fairness and clarity of the appraisal system is compulsory. It results in satisfaction, improvement in performance, motivation and positive perception towards performance bonuses. Fairness and clarity increase employee commitment and satisfaction since employees are given chance to discuss about their work performance. This, in turn, will lead them to perform greater in innovative activities. …show more content…

In modern era and highly competitive climate between the organizations, the tendency to improve employee performance is by improving the HRM practices. The employee 's performance is use of knowledge, skills, experiences and abilities, to perform the assigned mission required by their managers efficient and effectively. The importance of the employees performance can be in form of several points such as : 1. Help to considering the cost of the resources used. 2. A measure of the quantity and quality of work done. 3. Help to survive and excel between the firms. 4. Help to assess and attain of established performance goals. 5. Increase the efficiency of the employee performance helps to make the right decisions. Kaplan explained the main methods of evaluating employee performance based on: 1. Employee attributes which confirm characteristics or qualities important to the firm. 2. Employee behaviors which are widely used for evaluating or defining employee behaviors necessary to complete a job …show more content…

But few studies link important human resource management (HRM), practices, such as, Training and development programs provided by HR dept. , Performance Appraisal Fairness Process and Employee Participation contribution to Enhance The employee Performance Formal Appraisal, and its impact on the entire Egyptian oil sector; Especially where our country is suffering under the impact of nepotism and unfairness in most

Show More
Related
320 Words | 2 Pages

The business world during the 1990s was forty-seven percent female, and fifty-three percent male (Mulligan). Surprisingly, however, the percent of women entering the workplace has stalled. In the early 2000’s the percent of women that worked peaked at seventy-seven percent, and has yet to change from that, still, this is a huge increase compared to the amount of working women in the early 1900s. Unfortunately, it is estimated that women make seventy-seven cents per dollar, compared to men.

Read More
167 Words | 1 Pages

She points out gender and racial diversity in a workplace help people bring their knowledge and intelligence together to increase team performance. In addition, people engage in more critical thinking and gain broader viewpoints when they hear different opinions from someone in a different

Read More
487 Words | 2 Pages

When determining the evaluations approach that I would employ within my organization I would select an approach that gives the most accurate data that can be scalable and also digestible. The approach also needs to be widely accepted by the stakeholders of the organization in order to show the usefulness. Within business there are many diverse approaches that can play apart when identifying an evaluation. Another factor that is important to consider is that there are different evaluations approaches that might be better of one department in comparison to another. For this example I am going to be looking at the marketing department at Garmin and what evaluation method to determine whether in involvement of marketing at the end of the year

Read More
1430 Words | 6 Pages

Employee behavior can be due to internal and external causes and we need to know these so that we, as managers, utilize attributional biases to make unfair judgements and utilize unfair and inappropriate actions. I believe that this is a biblical concept as Scripture states, “We who are strong have an obligation to bear with the failings of the weak, and not to please ourselves. Let each of us please his neighbor for his good, to build him up” (Romans 15:1-2 ESV). As managers, we must be quick to build those under us up and not tear them down due to our own biases. Good analysis of the

Read More
1202 Words | 5 Pages

It will contribute to competitiveness, skills enhancement, employability and capacity to deal with

Read More
1027 Words | 5 Pages

In today’s era managers are challenged daily with disputes like ethics, diversity, working in teams, privacy, sexual harassment, and handling differences. Furthermore, these issues are discussed because they are constantly the debatable topics in the workplace. More importantly, handling differences and diversity is the current situations in the workplace. Moreover, a few managerial concepts must be considered, including selection methods, training and development, performance appraisal, and diversity management.

Read More
953 Words | 4 Pages

Promoting equality and inclusiveness should be core to any setting. It is, therefore, the responsibility of all management team and staff to implement this policy. The management team will visibly demonstrate its leadership in promoting an organisational culture which values equality and diversity by, Monitoring performance in the delivery of policies as part of each service area strategy review and an annual review of Equality and Diversity, Regular review of key policies and strategies, including equality impact assessments, to ensure that they do not directly or indirectly discriminate against groups of people, All staff members will receive regular training on equality issues. To develop services and facilities that are accessible, relevant and to the individuals that you work with, need gather information from service user, staff and other professional on, Competition in the local, individual needs, what changes can be made to improve the

Read More
1831 Words | 8 Pages

The system needs to be productive or it will be a waste of money and time, this makes a virtual as a potential to refine employee’s performance. The performance appraisal will lead to a behavioral change when an individual accepts the system (A. Elverfeldt, 2005). The system used in performance appraisal has the roots and become more powerful in almost all the organization through the world. These are the assessment of the performance of an employee or employer, whom one is concern about (D. Goel, 2010). According to E. Lawler, G. Benson and M McDermott, 2012 performance appraisal is a censure powe of management practices, criticism ranging from an extensive waste of time to their having a negative impact on the correlation between managers and their subordinates.

Read More
1067 Words | 5 Pages

To nurture manpower in the organization that can work on both exploitative and exploratory endeavors, the appraisal process needs to be more development-oriented with long-term orientation (Chan, Shaffer, and Snape, 2004; Collins and Clark, 2003). Normally, appraisals have been found to be result based with little weight given to behavioral based criteria. The system must be adaptable to shift between the twin criteria of evaluations when assessing employees working on exploratory or exploitative work activities. Many times, force fitting results in distributions that are not actually normal but are forced to be so. Several scholars have in fact gone against the prevalent view and argued that employee performance may not always follow the normal distribution it is expected to (Bernardin & Beatty, 1984; Murphy & Cleveland, 1995; Saal et al., 1980; Schmidt & Johnson, 1973).

Read More
1166 Words | 5 Pages

This developmental purpose, is very important to the organization needs as this is developmental, as in developing their employees. Employees who are performing well or not so well a great performance management system will really help keep in order as to who needs what to performance at their

Read More
1746 Words | 7 Pages

A performance-oriented philosophy is followed; no one is guaranteed compensation just for adding another year to organisational service. Instead, pay and incentives are based on performance differences among employees. Employees who perform well get larger compensation increases; those who do not perform satisfactorily receive little or no increase in compensation. Thus, employees who perform satisfactorily should keep up or advance in relation to a broad view of the labour market for their jobs, whereas poor or marginal performers should fall

Read More
719 Words | 3 Pages

Devising company policies to reward, train and incentivize workers universally would be essential towards having an engaged workforce, which will translate to greater customer satisfaction and company returns in the long

Read More
728 Words | 3 Pages

Yet, evaluation is done on an individual basis, rather than comparing co-workers. These standards can be set using research on work sampling, production data, or expert opinions (Seiden & Sowa, 2011). Hence, these methods can be of qualitative nature, quantitative, or a mixture of both. Furthermore, the major advantage of the current implemented system is its ability to measure the relative importance of individuals, on the basis of their actual performance (Seiden & Sowa, 2011). Thus, this method is also good as many new performance measurements criteria will be added, by different professors.

Read More
1523 Words | 7 Pages

In 1971 in the United, States opened the first Starbucks. Began to sell only high-quality coffee beans and coffee equipment, and later sell coffee. Starbucks employees are often envious of having a good boss because Starbucks respect for the employees. How does Starbucks evaluate employee performance so that employees have a sense of belonging and

Read More
1158 Words | 5 Pages

1.4.1 Literature Review HRM practices are a process of engaging, motivating, and maintaining employees to ensure the organizational survival (Schuler and Jackson, 1987). According to (Delery and Doty, 1996) HRM practices are prepared and implemented in a way that human capital plays important role in achieving the goals and objectives of the organization. The appropriate use of HRM practices strongly influence the standard of employer and the degree of employee commitment (Purcell, 2003). HRM practices like, training and development, performance appraisal allow the employees to do better in order to enhance the organizational performance (Snell and Dean, 1992; Pfeffer, 1998).

Read More

More about Employee Appraisal Fairness Process

Related Topics

Open Document