Appraisal System

Appraisal System
Name
Institution
Appraisal System
Performance appraisal system is essential in accessing productivity in any organization. It boosts employee performance by providing the actual contribution of each employee to the organization. The process analyzes annual reviews relating to performance and productivity. Moreover, developing an evaluations form and conducting assessments is part of the appraisal process. The feedback provides an opportunity for employers to promote hardworking employees and create a positive working culture.
Pros and Cons of Appraisal System
Appraisals provide feedback on organizational performance by analyzing the contributions of each employee. As a result, it adds value to the organization and improves management strategies. Identification of workforce goals and achievement strategies occurs through appraisals (Dusterhoff et al., 2014). The management identifies specific strategies required for employee improvement. Addressing the employee needs contributes significantly to productivity. Through the appraisal systems, the relationship between the employee and the employer is improved thus creating a room for communication between the two parties. Increased opportunities for dialogue enhanced morale and allow the employees to address risk and threats facing the company (Lira, 2014). It explores new opportunities on investing in human capital through by generating objective that improves on human resource management.
Critics on the appraisal system have been raised due to issues linked to employee perceptions on the process (Chouhan & Verma, 2014).

Moreover, the method is inconsistent since the employees have different skills and abilities. Having an appraisal system assumes that the managers operate similarly. On the other hand, the traditional systems have been shown to have a negative impact on the employees since the managers tend to focus on the personal characteristics of the employees (Chouhan et al., 2013). The process is sometimes less impactful to the employees especially when the manager’s award points based on the best performing versus least performing employees.

References
Chouhan, V., & Verma, P. (2014). Improving effectiveness of Performance appraisal tool: Who thinks that it uses improved techniques. Business Spectrum, 4(1), 71-82.
Chouhan, V., Verma, P., Sanghvi, H., & Gupta, A. (2013). Assessing Worker’s and Manager’s Perception on Judgment Accuracy in Performance Appraisal System (PAS). International Journal of Engineering, Business and Enterprise Applications (IJEBEA), 5(1), 95-99.
Dusterhoff, C., Cunningham, J. B., & MacGregor, J. N. (2014). The effects of performance rating, leader–member exchange, perceived utility, and organizational justice on performance appraisal satisfaction: Applying a moral judgment perspective. Journal of business ethics, 119(2), 265-273.Lira, M. (2014). Satisfaction with a performance appraisal system in the Portuguese public sector: The importance of perceptions of justice and accuracy. Tékhne, 12, 30-37.