Staff Selection and Performance Management

What are some of the key issues and considerations HR practitioners and organisations need to consider when first embarking on designing and implementing a Performance Appraisal System

Designing and implementing a Performance Appraisal System helps management in employee development and coaching and provides an opportunity for introducing organisational change . It helps management in pinpointing specific behaviour that need to be reinforced or discontinued

Traditional approaches toward performance appraisal rely on quantitative tools . The system was based on numerical rating . Combined with managerial judgment , these numerical measures could adequately be used

br to measure performance . A key issue with such an approach is its reliance on simplistic measures , which in today 's complex job environment with more variables affecting employees ' performance , is inadequate

According to Robbins (2004 , organisations trying to implement a performance appraisal system must consider the objectives of the system A performance appraisal system should give employees a clear picture of their standing relative to other employees . It must open doors to a system where constructive criticism is promoted . It must attempt to improve communication within the organisation for the purpose of improving and understanding personal goals and concerns . Robbins (2004 believes that , Performance appraisal can also be used to determine whether other HR programs such as selection , recruitment and training have been effective or not

Before implementing a Performance Appraisal system , both the appraisee and the appraiser should be asked questions regarding their reactions about the current appraisal system and what they would expect of an ideal system they...