The Determinants of Effective Performance Appraisal in Organisations

Description

– The Determinants of Effective Performance Appraisal in Organisations –

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Abstract

This paper analysed factors that determined effective performance appraisal in organisations. The analysis relied heavily on those factors that makes performance appraisal in an organisation effective.

This paper also looked at the purposes and benefits of performance appraisal as well as its challenges to organisations.

The chi-square analytical techniques were used to determine factors that makes performance appraisal effective and whether performance appraisal was beneficial to the organisation.  It  was also used to determine the challenges faced by organisations in appraising performance.

The findings of the study suggested that factors such as set standard, communication, documentation, feedback and personal bias significantly determine an effective performance appraisal and motivation/satisfaction, training and development, employees, evaluation and recruitment/selection as benefits of performance appraisal to organisations.

It also suggested that criteria for rating, evaluation techniques, competence raters and error in rating were the challenges faced by organisation.

Introduction

1.1 Background of the Study

One of the responsibilities of management is to ensure that  an organisation functions effectively and efficiently. In order to achieve these goals, managers must be able to determine and assess the performance levels of both an organisation and its individual employees.

This is because people are different in their abilities and their attitudes and there are some differences between the quality and quantity of the same work on the same job, being done by two different people. For this reason, an  appropriate  system of measurement must be developed and applied which is known as performance appraisal.

Peter Allan (2004) Performance appraisal which is defined as  a structured formal interaction between a subordinate and superior that usually takes the form of a periodic interview in which the work performance of the subordinate is examined and discussed had its root in the early 20^th century.

Performance appraisal which is a method of evaluating the behaviour of employees in the work spot normally includes both quantitative and qualitative aspects of job performance and should be done on a regular basis without bias. It should take place more than once in a year.

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