Performance Appraisal System
Organizational leadership runs into a variety of challenges in work management and also, operational remuneration. Matrix provides vital services for its customers and thus Matrix depends on its employees for the sake of perfecting operational progress. It is thus important for the Matrix’s leadership and employees to work together with a united endeavor in order to ensure effective progression of all activities. This implies that regular communication and feedback between leadership and employees should be enhanced so that every party at Matrix is oriented towards similar objectives and also everyone is able to adapt to the ever-changing world. Nevertheless, it is important to embrace an environment that is able to continually motivate and as well as innovate every working party at Matrix therefore excellent performance should be critiqued and acknowledged on a regular basis. Such an environment is facilitated in circumstances whereby job expectations and responsibilities are well communicated for better understanding. On the other hand, communication facilitates effective negotiation between leaders and employees in instances of unacceptable performance in order to identify areas to be reestablished for improvement.
Purpose and Value
For that reason, a performance appraisal system is used to embrace a framework that is able to influence continuous improvement in an organization. The major purpose of an appraisal system is to evaluate employee performance in all operational practices meant to cause performance improvement. The PAS creates a foundation of evaluating whether all employees have clear understanding of performance requirements in all operational positions.
Components
A performance appraisal system is associated with very essential elements as far as job analyses and job descriptions in the organization are concerned. Firstly, PAS is associated with performance planning and communication of job descriptions. Planning occurs at the establishment period of a performance appraisal system. This is an essential component of a PAS since it enables discussion of job duties, performance categories in accordance to performance goals, work quality in relation to work timelines and strategies of holding employee rating in terms of work expectations. The component of planning facilitates clear understanding of performance expectations by elaborating job descriptions through effective communication between organizational leadership and its employees. Secondly, PAS is associated with organizational needs to enhance routine monitoring and instructions. Performance monitoring is a continuous practice for an organizational leadership which necessitates significant observation of essential incidents and regular communication between management and employees for job improvements. Coaching is necessitated during the appraisal stage for the sake of offering support and guidelines in response to job descriptions towards meeting performance goals (Lussier, 2008). Completion phase is critiqued as the last component associated with a PAS which emphasis on evaluation of performance per employee’s efforts within the overall rating period.
Accountabilities
Accountability denotes the process of handing a PAS the responsibility of ensuring goal accomplishment in definite practices in Matrix. The major accountability of a performance appraisal system is to provide continuous progression in the organization terminating the likelihood of poor performance among the employees (Bhattacharyya, 2011). Performance appraisal system therefore holds accountabilities of enhancing attainment of positive results by providing effective management principles. PAS is commonly applied to establish employee expectations in regards to performance plans and avails equitable awarding programs which highly increase employee morale by enriching satisfaction (Phillips, 2009). It is the accountability of PAS to enhance goal setting in an organization. The system enhances goal setting in organizations by involving employees in making goals that are attainable and also provides employees the mandate accomplish the already set goals. PAS is responsible of providing help and support to employees when need be through coaching them about organizational goals and acceptable means of attaining their accomplishment (Warner, 2002). Progress monitoring in response to the set goals and provision of immediate feedback with credible and accommodative performance measure is an essential responsibility held by PAS in organization. Additionally, the system is accountable of ensuring resource consistency and also enhancement of performance acknowledgement in order to influence improvement continuance.
Advantages and Disadvantages
A well developed performance appraisal system is accompanied by a variety of positive attributes in an organization such as improved performance, increased employee involvement in all inclusive practices, increased competency, increased commitment among employees, increased notions of innovation and increased morale by sustenance of employee satisfaction. The named results of PAS are advantageous to an organization in the sense that they are generally the basis for improved performance since they provide progressive methods of work allocation and completion (Arthur & American Management Association, 2008). . Conversely, the use of accountability as a mechanism of categorizing employees can cause gradual disadvantages in organization. Poor development of PAS leads to presence of fear as well as anxiety among employees in the working environment which is likely to hinder job performance (Kleynhans, 2006). For instance, employees may be frightened to settle for new techniques of leading operation for panic of registering deviating expectations hence hindering innovation.
The primary advantages of a new performance appraisal system are composed on perspectives of facilitating operational efficacy in Matrix by providing appropriate evaluation and feedback system. The advantage of an appraisal system is to enable the determination of performance gap instances where employee performance fails to accomplish quality standard in accordance to Matrix’s core goals since it introduces the essential conception of accountability. On the other hand, a feedback system is usually meant to create an effective communication system within the organization. A new performance appraisal system usually reestablishes communication flow and preferably enhancing a two way form of information flow. It is important for the Matrix Corporation since it ensures accurate communication of job description from the management to employees. Nevertheless, it enables appraisers to receive immediate feedback from its employees concerning potential job problems and necessitated resources in order to boost operational accomplishment.
References
Arthur, D., & American Management Association. (2008). Performance appraisals: Strategies for success. New York: American Management Association.
Bhattacharyya, D. K. (2011). Performance management systems and strategies. Dehli: Pearson.
Kleynhans, R. (2006). Human resource management. Cape Town, South Africa: Pearson/Prentice Hall South Africa.
Lussier, R. N. (2008). Management fundamentals: Concepts, applications, skill development. Mason, OH: South-Western/Cengage Learning.
Phillips, J. J. (2009). Accountability in Human Resource Management. Routledge Warner, J. (2002). The Janus performance management system: A complete performance management support process for individuals, teams, and the entire organization. Amherst, Mass: HRD Press.
