HRM training development and appraisals

Type :

Research papers

Pages :

33 pages

Format :

.doc

Published date :

05/27/2009

Category :

Business & market

Sub category :

Human resources

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Summary :

Introduction
The performance management system â€" Beyond appraisals
Identifying and measuring employee performance
Factors that influence performance
Assessing the person, not evaluating the job
Objectives of performance appraisal
Informal performance appraisal
The evaluation process
Employee rating of managers
Traditional performance appraisal: Logic and process
Multiple organizational uses for performance appraisal information
Performance appraisal methods
Distortion - improper emphasis on certain performance
Conclusion

Abstract

There is " . . . a basic human tendency to make judgments about those one is working with, as well as about oneself" (Dulewicz). Appraising is unavoidable and universal. Even in a basic work structure, people will naturally, informally tend to judge the work of others. However; this natural human inclination can create problems in the work setting such as: motivational, ethical and legal. A structured appraisal system is needed in order to be lawful, fair, and justifiable.

Performance appraisal systems began as a means to justify income. It was used to decide whether or not the wages of an employee was proper. This process strongly associated appraisals to material outcomes. There would be a pay cut for unsatisfactory performance and a pay raise for superior performance. It was believed that a cut or raise in pay would, and should, provide enough motivation to improve or continue to perform well. Sometimes this system worked, but more often it fell short of expectations.

Researchers began finding that people with different levels of motivation and performance were getting paid the same. Experimental studies confirmed their findings. Pay was not he only element that had an impact on employee performance. Other aspects, such as moral and self-esteem, could also have a major influence. As a result, in the 1950's in the United States, the possible usefulness of appraisals as tool for motivation and development was progressively acknowledged. This is when the models we know and use today began being developed.

The Performance Management System - Beyond appraisals
Processes used to identify, encourage, measure, evaluate, improve, and reward employee performance.
Performance Management is a means whereby employee's work behaviors are aligned with the organization's goals.