Positives And Negatives Of Performance Appraisals Commerce Essay

A cardinal facet of human resource direction is the public presentation assessment. The assessment helps to pull off the public presentation of employees as they themselves will normally necessitate feedback and seek blessing of what they are making right. It besides allows for any issues the employee has with the company and the director to be addressed. This survey highlights the assorted facets of public presentation assessments and how the in-class function dramas draw attending to the good and bad points of an assessment.

What is a Performance Appraisal?

“ Performance assessments, a powerful tool, provide documented feedback on an employee ‘s degree

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of public presentation ” ( Mahapatro, 2010 ) . For a director of an administration, it is a cardinal duty to decently measure the public presentation of its employees. There are many purposes of public presentation assessment, some of which include: set uping demand for preparation, to better public presentation through guidance or coaching and to organize the footing for salary additions, wagess and fillips ( Carnell, 2010 ) . When a choice of companies in the Fortune 100[ 1 ]were asked how appraisal information was used, in the order of importance, the figure one benefit was it allowed them to better work public presentation ( Grote, 1996 ) . Other ways the information was used included ‘Making publicity determinations ‘ , ‘Advising employees of work outlooks ‘ and like Carnell suggested, ‘Identifying developing demands ‘ .


Appraisals give the chance to measure and mensurate employee public presentation but besides let for developments in general accomplishments and self-belief of the employee being appraised. Benefits associated with assessments include: rewarding staff for a occupation good done, placing and extinguishing underachievers and leting for employee growing ( Admin, 2009 ) . Appraisals allow for important interaction between the director and an employee, something which can be hard to suit during the busy daily responsibilities and undertakings a director or an employee has to account for. Therefore the director and employee are obligated to finish an assessment to discourse public presentation issues. “ It is this consistent coaching that affects changed behaviors ” ( Admin, 2009 ) .


A cardinal disadvantage of assessments is the fact it can be clip devouring. “ It is recommended that a director spend about an hr per employee composing public presentation assessments ” ( Admin, 2009 ) . This may non be an issue for a director merely covering with a smattering of employees but finishing assessments for a 100 employees is traveling to be significantly boring. The jobs of an assessment can lie with both the director and the employee. An employee could already be experiencing paranoid or insecure about the assessment, particularly when the director has the power in footings of presenting wagess, publicity, occupation security etc. This power the director has, can be used unprofessionally which could ensue in an unjust assessment. Superiority can be tied in with power and can ensue in actions by the director that are different and inconsistent to their norm. Associating back to the tedium of assessments, if a director has many assessments to put to death in such a short clip frame, the thought of ennui can originate doing a loss of focal point due to repeat of paper work ( Carnell, 2010 ) .

A Good Performance Appraisal

The important elements of a good assessment harmonizing to the ( Chartered Institute of Personal Development ( CIPD ) , 2010 ) are that a good and constructive assessment meeting is one in which:

Appraisees do most of the speaking

Appraisers listen actively to what they say

There is range for contemplation and analysis

Performance is

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analysed non personality

The whole period is reviewed and non merely recent or stray events

Accomplishment is recognised and reinforced

Ends positively with agreed action programs

The assessment should be about developing a program for the employee. Therefore for an appraisal meeting to be successful, both employee and director should fix. Using a papers with a few inquiries to be considered by both parties in the assessment should be included when fixing. A cardinal component in the assessment meeting is that the director should concentrate on the hereafter and what he or she would wish to see instead than brooding on what has or has n’t worked antecedently. Probably the most of import facet is the finalising of the assessment. It is important that ends and outlooks are set together between the director and employee. This helps to set up where any farther development is required in respects to developing the employee.

Role Play Analysis

Role Play A

General observations from the beginning were that the director seemed distant and was n’t engaged with the employer at all, entire unprofessionalism was displayed when the director decided to read a text message on his phone. Besides from the ’10 Stairss to Flawless Appraisal Interview ‘ DVD, the first measure discusses that avoiding surprises are cardinal to a good interview and the fact that the employee was told last minute about her assessment was a really hapless action from the director.

There was a deficiency of ends set in the old twelvemonth by the director and he besides suggested that the employee should take it upon herself to put her ain marks. Other negative points about the director include non showing feedback to the employee for her public presentation and she besides was n’t made cognizant about her bead in public presentation prior to the assessment. When the employee suggests for more preparation to assist increase her public presentation, the director merely disregards it. Even though the bead in public presentation was due to household issues, there was an utmost deficiency of support from the director.

A good assessment should be a two manner meeting between both parties but when the employee suggests the director could better his public presentation ; he wholly disregards it and says the assessment is for the employee merely. An assessment should besides set frontward new aims but the 1s set for the employee were so generalized that the employee was confused what was asked of her. When the director was asked to be specific, it was brushed off even though making an action program is important to a good assessment. The employee asked for some overall feedback of her public presentation in the workplace and even that was really hapless from the director with truly generalised remarks that would be of no assistance. The employee stated he was looking for a new occupation due to miss of occupation satisfaction and deficiency of future chances and publicity at the current company. Overall a hapless assessment with no action program created.

Role Play B

General observations of the function drama include great support and enthusiasm by the director for the employee but complete negativeness from the employee.

The employee needs to understand that an assessment is necessary but is inexorable her public presentation is immaculate and believes she does n’t necessitate an assessment and thinks it ‘s the director that needs to better. The director highlights the mistakes with the employee and is acute to assist better her public presentation. A hapless action by the employee was the answering of her phone mid-appraisal and systematically seeking to go forth the assessment early. The director recognised that the employee had done a great occupation last twelvemonth and really much understood and sympathised with the employee for her bead in public presentation due to household related jobs.

The director was really relentless with what had to be said but was ever being overthrown by the employee. There besides was n’t a good terminal to the assessment instead a ‘giving up ‘ by the director and hence no action program was set. Apart from saying the bead in public presentation, the director could hold given more feedback from throughout the twelvemonth instead than concentrating on that exclusive event. The overall behavior of the director was pleasant, sort and considerate whereas the employee was rather merely rude.

Role Play C

General observations of the function drama include a hapless attitude between both director and employee and a general deficiency of attention for the assessment.

This assessment was the worst of the three and both parties had minimum attention for the assessment itself. By burying the clip of the assessment and the employee ‘s name showed complete unpreparedness. Another presentation of a hapless assessment was the manner in which inquiries were put frontward by the director and the manner replies were referred back to him. The inquiries seemed really rigorous to the signifier as if there was no readying done by the director and the replies by the employee once more seemed like there was none or minimum readying. This would bind in with measure three from the ’10 Stairss to Flawless Appraisal Interview ‘ which states that a more productive interview is one with good employee readying. Both parties were argumentative and ne’er truly discussed or reviewed decently the public presentation of the employee. At times the director was dissing and complete neglect by the director when the employee stated household jobs. However the employee was besides dissing but more so to other staff which is something to clearly avoid in a good assessment. Overall this clearly was a bad assessment and the fact that both parties seemed to hold an action program would be reasonably much pointless summed up the quality of the assessment.

Are Action Plans Needed?

All three function dramas failed to make an action program, one of the cardinal parts of an assessment. It is the last but one of the most important stairss in ’10 Stairss to Flawless Appraisal Interview ‘ . An overall program should be agreed with the appraisee, which should “ take history of the occupation duties, the appraisee ‘s calling aspirations, the departmental and whole organisation ‘s precedences, and the reviewed strengths and failings ” ( Mahapatro, 2010 ) . Without any marks or aims, an assessment has minimal or even zero value to both the director and the employee. The aims set should adhere to the ‘SMARTER ‘ rule: “ specific, mensurable, agreed, realistic, time-bound, gratifying, recorded ” ( Mahapatro, 2010 ) . The benefit therefore is that the aims are likely to be met before the following assessment.

Bettering Performance Appraisals

“ The public presentation rating procedure is a possible mine field of jobs ” ( Mahapatro, 2010 ) . Several sorts of mistakes and prejudices exist in assessments which normally influence the public presentation measuring. Common mistakes as highlighted in ( Steen, Noe, Hollenbeck, Gerhart, & A ; Wright, 2009 ) include ‘Similar to Me Error ‘ , ‘Contrast Error ‘ and ‘Halo and Horns Error ‘ . Wayss to get the better of these mistakes and better assessments would be to present in-depth preparation to avoid evaluation mistakes. Using more than one judge can besides be introduced to increase the opportunities of more accurate consequences. Besides when a director evaluates, he or she should merely carry on assessments in the countries they have expertness in which makes the appraisal strategy a much more valid procedure. These techniques should hold been applied to the function plays which in bend would hold made them a far better illustration of a good assessment.

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