The performance appraisal system

The performance appraisal system

The performance appraisal system is well described as a systematic review of an employee’s job performance. It significantly evaluates employee’s skills, growth, and achievements based on pre-established procedures and the company’s objectives. Performance appraisal should define expectations, measure and evaluate, give feedback, and record performance. The system not only provides employees of organization feedback on their work but also justify pay increases, job promotions as well as termination decisions. However, a performance appraisal system is faced with various potential challenges, which are well outlined and elaborated below.

1. It doesn’t assess the actual performance of the employees. This marks a major performance appraisal challenge since the appraiser tends to focus on the characterization of personal traits and or interests example gender, height, celebrity crush. While these factors may contribute to the performance, they are not measures of actual output, which is a critical component of performance appraisal.
2. Non-data-based assessment is another challenge whereby it relies on the memory and thoughts of the appraiser and employee. Thus making the criteria of the evaluation subjective on either party. 3. The performance appraisal system is faced by poor employee reward and recognition systems, which tends not to motivate the employee to perform better. As compared to when the employee s are getting merit raises, bonuses, promotions, among other rewards. This can lead to reduced productivity as the employee may feel that there is no point in making an extra if it’s not properly rewarded. However, in some cases, it may not be possible to specify when the organization may be experiencing tough times or when they have limited resources to offer significant rewards.
3. It is not focused on development. The appraisal tends not to focus on areas that need improvement and also fails to provide suggestions on the ways that can improve. In addition, process integration is not integrated with compensation, performance management, development, and staffing. This can lead to duplication of opportunities.
4. A lack of team assessment faces the performance appraisal process. The process tends to assess individuals on the team; thus, there is no simultaneous overall assessment of the organization.

The performance appraisal system focuses on subordinate and weak performers. There is significantly less focus on top performers as well as senior staff of the organization, and thus, there is no system to capture their best practices and then share them with others

6.Employee resistance is a potential challenge experienced during the appraisal process.The appraisal process can make employees feel uncomfortable as they may not enjoy closeness with their bosses and may develop a negative view of the whole process. For example in the case whereby the appraisal process is not explained well at the beginning which may include not giving appraisal guidelines to the employees ahead of time about the idea of what they are to expect

Conclusion

Although the performance appraisal process may be faced by various challenges, it is an essential part of an organization that can be used as a tool for recording productivity as well as improving productivity. In addition, through appraisals, employees are able to know how well they are performing the duties assigned to them.