HRM: Performance Appraisal Mehods

Performance appraisal methods

2005

Performance appraisal methods

In to succeed in the market , companies need to ensure they provide efficient management of human resources . Companies can perform well only in such a case when all of the employees are able to realize their potential , apply their skills and make sufficient contribution to the development of the company . Performance appraisal is particularly important for all of the organizations because it enables them to determine the contribution of every employee to the performance of the company . Performance appraisal is currently one of

the most important issues in human resources management which continues to be a subject of interest and importance to human resource specialists (Hornsby et al . 1996 ,

.10 . Bernardin Klatt (1985 Hall , Posner Hardner (1989 Maroney Buckley (1992 Thomas Bretz (1994 ) have all devoted considerable attention to the development of theoretical models of performance appraisal

How can a manager of the organization make a conclusion about the necessity to promote this or that employee , increase of decrease his salary , shift him to another department ? How can the manager decide which employee needs special training or which can perform on the highest level without additional training ? The most efficient tool in such a case is performance appraisal . If carried out correctly and on the basis of efficient methods , performance appraisal can be very helpful for the evaluation of employees ' work . Companies that hope to succeed in today 's competitive business environment must learn to identify their most capable employees for placement in key organizational appointments . To do this , managers should devote more attention to maximizing the effectiveness of performance appraisal systems (Mcbey 1994 ,

.23

Appraisal methods for the performance of the customer care supervisor in Fabulous .com require both the application of generally recognized methods of performance appraisal and their slight adjustment to the specification of the position . On one hand , this position needs to be appraised with the help of commonly used principles and methods . On the other hand , it requires deep understanding of the functions which customer care supervisor needs to perform daily , his responsibilities all of the complication which can occur in the process of the fulfillment of his responsibilities . The choice of appraisal methods needs to be guided by the specifications of the position

In to make a decision about the appraisal method which will be used for the position of customers care supervisor , it is necessary to analyze all of the most well-known methods of performance appraisal in relation to their effectiveness for this position . What needs to be kept in mind is that there is no possibility to find one completely efficient method . All of the methods will have both advantages and disadvantages After more than 30 years of serious research . it seems that little progress has been made in developing an efficient and psychometrically sound alternative to the traditional graphic rating scale . One major conclusion to be drawn from this research is that there is no 'easy way to get accurate...