Performance appraisal determines promotions and force reductions (talent management), provides insight into what a company is looking for, recognition programs, and protection against litigation for wrongful termination by maintaining detailed reports. Performance reviews benefit both the management and the staff (Al-Jedaia & Mehrez, 2020). Performance management is a strategy used to encourage employees to evaluate themselves and assess if they have chosen the ideal occupation for them; accordingly, the feedback that worker earns from their superior assists them in expanding their skills and improving their performance. Organizations can improve employee engagement and productivity by using the appropriate performance appraisal approach.
Management by objectives (MBO) denotes an evaluation technique in which management and workers join forces to ascertain, plan, control, and articulate the objectives for a particular appraisal period. After establishing defined objectives, managers and subordinates exchange ideas on the progress achieved toward control and the possibility of achieving those targets. By introducing MBO into the operations appraisal, firms may increase employee commitment, increase the possibility of goal achievement, and empower people to think strategically (Al-Jedaia & Mehrez, 2020). 360-degree feedback signifies a comprehensive job evaluation technique that examines employees anchored in feedback from their social circles, which incorporates supervisors, colleagues, clients, and direct reports. This strategy will eradicate prejudice from performance reviews and provide a clear depiction of an employee’s skills and abilities.
During the interview, Jessica Garrett, Human Resources Manager at Unilever, confirmed that she creates Employee Relations strategies and objectives that ensure a balanced program is implemented across the corporation while also coordinating execution with workers. The most frequently utilized performance evaluation criteria are productivity, skillset, ethical values, and training and development (Al-Jedaia & Mehrez, 2020). In terms of contribution, the emphasis is on an individual’s contributions toward attaining corporate goals and objectives. For instance, the emphasis may be on volume sales, negotiated deals, and the employee’s economic advantages accruing to the organization.
Performance appraisal determines promotions, force reductions, insight into what a company is looking for, promotions, and, finally, protects against lawsuits for unfair dismissal by maintaining written documentation. MBO is an assessment technique in which management and workers collaborate to develop, plan, coordinate, and express the objectives for a particular appraisal period. 360-degree feedback is a multifaceted performance appraisal technique that analyzes employees rooted in feedback from their circle of influence, which encompasses executives, coworkers, clients, and direct reports. A critical takeaway is that the most significant obstacles management and workers encounter are subjectivity and partiality. Another takeaway is that various factors should be measured: job or mission accomplishment, interpersonal skills, managerial support, technological efficiency, and conduct that is unrelated to a person’s obligations.
Al-Jedaia, Y., & Mehrez, A. (2020). The effect of performance appraisal on job performance in governmental sector: The mediating role of motivation. Management Science Letters, 10(9), 2077-2088. Web.