Problems facing current performance appraisal process
Managers dread having to evaluate the job performance of their employees. This is because conducting a job evaluation has its own set of challenges. As much as the performance appraisal process has been effective in organizations, there are also problems that are faced due to this process. In performance appraisal process, there is the problem of past track record. Employees are met with the challenge that when they are evaluated, their past is always criticized with the present performance. No matter how much work the employee puts into his present improvement, his past will always be an issue. This will in turn which hinder the employee from achieving greater things in an organization.
As employees go through the process of performance appraisal process, it is hard not to criticize the work they are doing. In most instances, criticism may seem negative and biased towards employees’ work. This demoralizes the employees who feel that they have put their best in the work they do in uplifting the standards of the organization. The fact that the process is kept secret is also a great challenge among the employees. This is because the manager may be biased when conducting the job performance and no one would be able to know (Solomon, Duke, & Nizan, 2009).
In most cases, the current performance appraisal is assessed on an individual’s performance, not taking into consideration that most of the time people work as a team. An individual is scrutinized based on his/ her character traits and contribution to an organization. This may not be fair to an individual because in most cases, people work as a group, team or a department.
It is unfortunate that most of the managers that conduct this process are not qualified to access the performance appraisal of their employees. They are just appointed to scrutinize the work by their employees because that is their work. They do not have expertise on the performance appraisal process and therefore, cannot provide credible and reliable results. This process has been said to lower the working morale in an organization. This is because most of the employees are either scared of losing their jobs or having reports say that their work is not fulfilling (Wang, Ng, Deb &SpringerLink, 2011).
Problems facing current performance appraisal processManagers dread having to evaluate the job performance of their employees. This is because conducting a job evaluation has its own set of challenges. As much as the performance appraisal process has been effective in organizations, there are also problems that are faced due to this process. In performance appraisal process, there is the problem of past track record. Employees are met with the challenge that when they are evaluated, their past is always criticized with the present performance. No matter how much work the employee puts into his present improvement, his past will always be an issue. This will in turn which hinder the employee from achieving greater things in an organization.As employees go through the process of performance appraisal process, it is hard not to criticize the work they are doing. In most instances, criticism may seem negative and biased towards employees’ work. This demoralizes the employees who feel that they have put their best in the work they do in uplifting the standards of the organization. The fact that the process is kept secret is also a great challenge among the employees. This is because the manager may be biased when conducting the job performance and no one would be able to know (Solomon, Duke, & Nizan, 2009).In most cases, the current performance appraisal is assessed on an individual’s performance, not taking into consideration that most of the time people work as a team. An individual is scrutinized based on his/ her character traits and contribution to an organization. This may not be fair to an individual because in most cases, people work as a group, team or a department.It is unfortunate that most of the managers that conduct this process are not qualified to access the performance appraisal of their employees. They are just appointed to scrutinize the work by their employees because that is their work. They do not have expertise on the performance appraisal process and therefore, cannot provide credible and reliable results. This process has been said to lower the working morale in an organization. This is because most of the employees are either scared of losing their jobs or having reports say that their work is not fulfilling (Wang, Ng, Deb &SpringerLink, 2011).
การแปล กรุณารอสักครู่..