What Is The Impact Performance Management And Rewards?
Performance appraisal is having a major impact on the overall process of employee motivation. An appraisal can help the employee with severe motivation and increase the productivity of their performance. Impact of appraisal offers the employees a view of the goals and this makes them perform better undertaking challenges. The appraisal also helps the employees develop their career and advance their career objective. Companies adapt the concept of appraisal to motivate the employees and help them determine and achieve the goals. Performance of employees is a major concern of every organization. It is common in every organization that when the employees receive appraisal they try to increase the rate of appraisal with increasing performance.
This article, “Clarifying the construct of human resource systems: Relating human resource management to employee performance”, portrayed by Jiang et al. (2012), highlights that employee performance is a burning concern for every employee. The things of an organization that affects the employee performance and those are role of managers, knowledge, talent, dedication, enthusiasm to take up challenges and appraisal. Many organization uses performance management system for increasing the performance of the employees and some use appraisal as a motivational and encouraging tool among the employees. Performance appraisal can be defined as the comparison of the performance level of the employees with their standards. The performance appraisal is also the evaluation that denotes how an employee is performing and how they can improve their performance. Performance of an employee is not only their physical activities but it is also their behavioral approach towards the organization. Performance appraisal is the evaluation of the activities of the employees along with their potential. However, motivation leads the employees towards some goals, which they have to achieve within a span. Performance appraisal helps the employees to determine their performance level and help them get the idea on how to improve their performance. Noting the Performance of employees is a major concern of every organization. Performance appraisal plays an effective role in the organization and is used to measure the performance rate of the employees by helping the organization to check the goals and objectives. Human resource management of an organization evaluates the ability of the employees; offers the rewards to the employees on their performance. Impact of appraisal offers the employees a view of the goals and this makes them perform better undertaking challenges. The performance appraisal helps in aligning the aims of the employees with that of the organization. Human resources, evaluation of the organization performance are the factors that are included in the performance appraisal concept. Employee performance leads to performance growth of the organization. Having a successfully established performance appraisal process helps the organization to have record of the employee performance and the employees to have a record of their performance rate, which they further try to develop with time.
The article “Human resource management: theory and practice”, published by Bratton and Gold (2012) has portrayed detailed scenario on how management theory and practice is highly influential in evaluating the entire performance of the employees. The author has highlighted that employees have to face innumerable difficulties in making an effective co-relation with the organizational managers due to communication barriers, psychological barriers and so on. In addition, due to the continuous growth of repeated challenges within the managerial process employees have to face innumerable difficulties in performing well. In this article the author has stated that employees get de-motivate towards providing a good performance for the organization. In this kind of situation, the human resource managers intend to implement some of the management theories and practices within the organization with the help of which employees can be motivated towards performing well. The author in this specific article has mentioned that political factors as well as economic recession is the major issues due to which employees fail to give their best effort towards the organizational services. Some of the eminent scholars have differed the point of view of this specific article by highlighting the fact that implementing management theory and practice does not leave positive effect always on the overall enhancement of business process.
In this specific article “The link between perceived HRM practices, performance and well?being: The moderating effect of trust in the employer”, portrayed by Alfes, Shantz and Truss (2012), the author has made a relation between perceived human resource practices and trust of the employers for rendering the good performance of the employees. This specific article has focused to evaluate that lack of trust on behalf of the employers on employee performance level affects the interpersonal communication between organizational employees and employers. It has been observed that employers before taking a business decision regarding implementing new strategy and policy the employers do not allow the employees to express their own point of view. In this kind of situation, employees do not find interest in providing a goo services towards the organizational goal.
This specific article “Effects of strategic performance appraisal, career planning and employee participation on organizational commitment: An empirical study”, depicted by Abdulkadir, Isiaka and Adedoyin (2012) has evaluated that human resource management is one of the most prestigious departments for giving productivity, employee motivation within the business process. People belonging to different geographical boundaries are associated within the business process. The role of human resource managers is to give constant motivation to the employees so that they can reach the business target. At the same time, it is undeniable that based on the performance level of employees the organizational success is highly dependent. After conducting an effective research work on the impact of performance appraisal in enhancing employee motivation the article has provided enough information regarding the various aspects of performance appraisal system. As per the point of view of this specific author organizational commitment is necessary to maintain business productivity. The author has stated that performance appraisal is inseparably related to performance increment. In order to get appraised employees have to face several stages where the human resource managers need to evaluate the entire performance level of an individual. Based on the organizational commitment of a particular business organization evaluates the performance appraisal process. People belonging to different geographical attitudes and backgrounds should be dealt with equal respect and dignity.
In this specific article, “Importance of system and leadership in performance appraisal”, published by Tuytens and Devos (2012), the author has stated that human resource managers would have to play the role of a good leader in order to maintain the entire process of performance appraisal properly. The author has opined that an effective participative leadership style allows the business employees in sharing their own opinion. As a result, people belonging to different geographical boundaries would like to share their difficulties happening at the workplace. The internal communication between the managers and the employees becomes stronger. On the other hand, an effective employee motivational plan renders the ultimate success of business. As a result, business leaders primarily aim to motivate the employees in such a way that working staffs show their interest in meeting the business target.
After summarizing five articles based on performance appraisal as well as human resource management theories and practices some of the most effective issues have been highlighted. Article one represents on how the performance of the organization relies on the employee performance. Organizations use performance appraisal as an approach in coordination with human resource management policies. The appraisal also helps the employees develop their career and advance their career objective. Companies adapt the concept of appraisal to motivate the employees and help them determine and achieve the goals.
On article two the author has identified the key issue that performance appraisal is one of the most effective tools for appreciating the performance level of the employees. If the employees failed to get appropriate increment as per their level of satisfaction they show their reluctant attitude in performing well. However, this particular article has depicted that management, education and pedagogy plays an important role in motivating the employees towards good performances. In addition, human resource professionals have to show their equal respect and dignity towards the performance of every single employee.
Article three has focused to make a link between HRM practices and employee well-being. The author has depicted that depending on the implementation of practices the wellbeing and employee motivation is highly dependent. Performance appraisal is one of the most effective ways of rendering the enthusiastic attitude on the overall performance level of employees.
Article four has provided an in-depth overview on how performance appraisal system, career progression plan leaves a major impact on the overall performance of employees. The author in this article has stated that the organization should always focus on career progression plan based on which the employees would be able to commit themselves in fulfilling the needs and demands of the customers. However, this specific study has focused to make an in-depth analysis about the importance of performance appraisal in hindering unnecessary employee turnover.
In the last article, the author has focused to evaluate the issue that the purpose of the organization is not to enhance the employee performance but also to render employee motivation so that organizational sustainability can be maintained. In this specific study the author has stated that participative form of leadership style allows the employees in sharing their own view regarding the business goal. Performance appraisal is one of the most significant ways of achieving the success level of employees.
This specific study focuses to make an in-depth analysis on the overall impact of performance appraisal in order to motivate the employees towards business services. The study has focused to involve the opinion of some of the eminent scholars. A critical analysis has been conducted by involving five authors from different articles.
After evaluating those five articles it can be concluded that performance appraisal is one of the most effective human resource management theories based on which employees can be motivated towards maintaining the employee retention. It is undeniable that performance appraisal motivates an individual in providing good services towards the success of a particular business organization. It has been observed that business organizations in order to prevent employee turnover have decided to use some of the most effective business strategies and policies. After making an effective process of performance appraisal the endeavor of the employees are appreciated. As a result, people belonging to different geographical boundaries and attitudes tend to provide their best efforts in order to achieve the success of a business organization.
Abdulkadir, D.S., Isiaka, S.B. and Adedoyin, S.I., 2012. Effects of strategic performance appraisal, career planning and employee participation on organizational commitment: An empirical study. International Business Research, 5(4), p.124.
Alfes, K., Shantz, A. and Truss, C., 2012. The link between perceived HRM practices, performance and well?being: The moderating effect of trust in the employer. Human Resource Management Journal, 22(4), pp.409-427.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan.
Jiang, K., Lepak, D.P., Han, K., Hong, Y., Kim, A. and Winkler, A.L., 2012. Clarifying the construct of human resource systems: Relating human resource management to employee performance. Human Resource Management Review, 22(2), pp.73-85.
Tuytens, M. and Devos, G., 2012. Importance of system and leadership in performance appraisal. Personnel Review, 41(6), pp.756-776.