Review of literature of performance appraisal
Appraisal literature reviewuploaded by vinoth kumarrelated interestsperformance appraisalemploymentaction (philosophy)psychology & cognitive scienceapplied psychologyrating and stats0. 1)document actionsdownloadshare or embed documentembedview morecopyright: attribution non-commercial (by-nc)download as doc, pdf, txt or read online from scribdflag for inappropriate contentperformance appraisal literature reviewthe amount of research regarding the topic “performance appraisal” is so vast. The actions were a great thing to reduce the chaotic of employee’s performance appraisal (feldman, 1981). The innovations were dominant one which condensed the errors and improved the observation skills from the performance appraisal practice.
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Literature review on performance appraisal
Landy and farr (1980) reviewed and researched the methods of performance appraisal in totally a different manner, in which they understand the rater and process in an organizational context. Other performance appraisal reports include the rater characteristics in their report like race, gender and likeability. After the year 1980 the biasness among the performance appraisal system occurred outrageously and appraisal had been granted on the favoritism or race and gender basis rather examined the knowledge, skills and style of the work of the employee. The accuracy criteria among the performance appraisal system clutched its grip in the start of the 1980s, where the l tendency and halo.
Research has included the measure of employee attitudes towards the system of performance appraisal and its acceptance (roberts. A performance appraisal system is totally ineffective in practice due to the dearth of approval from the end users (roberts. Researches which had been done in the year 1980 were found the most dominating one which contributed the appraisal system in a great deal. It has been observed that the bias free appraisals were inevitably true or more precisely we can say more accurate.
The enhanced and upgraded performance appraisal procedure and method will enhance the satisfaction level of the employees and definitely will improve the process of goal setting within the organization. The researches of the1980 also helped out to clarify some presumed assumptions regarding the performance appraisal. Halo and integrated into the organization’s performance management process for use in making compensation. The ability to conduct performance appraisals relies on the ability to assess an employee’s performance in a fair and accurate manner.
Mance appraisals are one of the most important requirements for successful business and human resource policy (kressler. The model discussed is an example of a performance appraisal system that can be implemented in a large institution of higher education. Performance measurements and feedback can play a valuable role in effecting the grand compromise between the needs of the individual and the needs of the organization (landy. Each employee should be allowed to participate in periodic sessions to review performance and clarify expectations.
Both the supervisor and employee should recognize that a strong relationship exists between training and performance evaluation (barr. The measurement of an employee’s performance allows for rational administrative decisions at the individual employee level. These sessions will be particularly important for new employees who will benefit from early identification of performance problems. Performance measurement allows the organization to tell the employee something about their rates of growth.
Reaching agreement on what the employee is going to improve in his performance and what you are going to do (mckirchy. The earliest formal employee performance evaluation program is thought to have originated in the united states military establishment shortly after the birth of the republic (lopez. This approach not only motivates current performance but also assists the recruitment of current employees as qualified candidates for future positions (barr. Uniform guidelines on employee selection 1978 is the controlling federal law in the area of performance appraisals.
Legal implications any performance appraisal system used to make employment decisions about a member of a protected class (ee learns of his or her own strengths in addition to weaknesses. To be done benefits of productive performance ees feel that they are taken seriously as individuals and that the supervisor is truly concerned about their needs and goals. Over-emphasis on favorable or unfavorable performance of one or two tasks which could lead to an unbalanced evaluation of the overall isor becomes more comfortable in reviewing the performance of employees. Or national origin) must be a valid system (an accurate measure of performance associated with job requirements).
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