PERFORMANCE APPRAISAL AS AN INSTRUMENT FOR EFFECTIVE HUMAN RESOURCE MANAGEMENT (CASE STUDY OF CHEVRON)
BACKGROUND OF THE STUDY
“Performance appraisal is an evaluation of the appraisee performance in his or her job while potential appraisal helps in discovering the appraisee’s capabilities, skills and talents for development.”(Obisi, 1996). Worldwide, performance appraisals are used in nearly all organizations. There are different tools and number of goals that performance appraisals focus to examine individual’s performance and potential of development, (Leena and Twinkle, 2012: pg01-06). Therefore, the general area of our study is performance appraisal systems in organization. Only minority activities in personnel management are concerned with evaluating employees as individuals. Performance appraisal is a planned interaction between employees and their supervisors, during which the former examine the performance of the latter to identify strengths and weaknesses with the view to improving future performance, (Kofi, 2012: pg22). For their, appraisal is part and parcel of an important personnel activity salary planning and administration. Having accepted that staff performance appraisal is a legitimate activity in organization, we shall familiarize ourselves with the difficulties concerning both accuracy and fairness. i.
The construction of the appraisal documents
The style in which the appraisal approached
The culture of the organization
It is important to note that the culture of value-system of the organization will act as the major determinant of both the appraisal scheme adopted and the way it is introduced. For instance if the culture is one which favors control and measurement of people, then it is likely that system will be imposed on the participants, but that it will at least contain some measurable criteria against which to judge performance. But where openness performance are encourage, any system will be discussed first with those involved, with the result that appraisals are more likely to be joint problem – solving affairs rather than a calling to account by a superior. Similarly, we can appreciate the importance of performance appraisal when we realize that it is through it that organizational progress at the target and productivity of workers can be evaluated. For instance, a high performance rating tells the workers the organizations is aware of his devotion to his job increase his performance via the goal when were set. The above arguments are not weights. Today open appraisal system has come to stay and any organization, which ignores open appraisal system, should be prepared to face the negative consequences of low performance, conflict and uncertain future. (Obisi, 1996). Alo, (1999) defines performance appraisal as a process involving deliberate stock taking of the success, which an individual or organization has achieved in performing assigned tasks or meeting set goals over a period of time. The specific subject matter of our t is study concern the use of performance of employee as a basis for judging the contribution and weakness of employees so that continuing efforts can be made to build a strange and more effective organization performance appraisal system helps in retaining promotional and retaining policies. Performance appraisal as the process of appraising staff performance against previously agreed standard and targets. It is based on guidelines given to employer by the management of what is expected of them in terms of organizational objectives. Performance appraisal involves the observation and evaluation of employee work behavior or the result that behavior by some. To appraise is to judge the work quality or conditions of something or to find out its value. However, it is important to note that one of the responsibilities of manager is to evaluate the performance of his subordinates. The essence...
References: Obisi, C. (1996). Personnel Management: lakbod enterprise, Ibadan.
Leena. T and Twinkle. P. (2012). From Performance Appraisal to Performance Management. IOSR Journal of Business and Management, Volume 3, Issue 5. 01- 06.
Kofi, O. A., and Vincent, P.K. (2012). Performance Appraisal As Employee Motivation Mechanism In Selected Financial Institutions In Kumasi, Ashanti Region Of Ghana. International Journal of Multidisciplinary Research, Vol.2 Issue 6, 22.
Atiomo, A.C. (2000). Human Resource Management: Malthouse Management Science Books, Lagos.
Alo, O. (1999). Human Resource Management in Nigeria: Business and Institutional Support Associates Limited, Lagos.
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