Critical Evaluation of Performance Appraisal Method as the Greatest Workforce in U.K

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TABLE OF CONTENTS

CHAPTER 1: INTRODUCTION1

Background of the Research1

Performance Appraisal1

Objective of performance appraisal2

Importance of Performance Evaluation2

Uses of Performance Evaluation2

Performance Evaluation Methods3

Benefits of Performance Evaluation3

Methods for Performance Evaluation5

Evaluation by peers5

Background of Iceland foods LTD6

Iceland Foods6

History of Iceland Foods6

Aims and objectives7

Research objectives:8

Research questions8

Layout of the Dissertation8

Gantt chart9

CHAPTER 2: LITERATURE REVIEW10

Performance appraisal10

Participation as a Source of Information10

Participation and Performance Appraisal12

Performance Appraisal objectives13

Organisational Performance14

Effective attributes of a performance appraisal15

360 degree feedback model15

Performance feedback19

Emotional reactions to feedback22

REFERENCES24

BIBLIOGRAPHY29

CHAPTER 1: INTRODUCTION

Background of the Research

Performance Appraisal

The appraisal of an individual's performance is a fundamental human act”. In other words each of us makes personal appraisals on each other. It is a structured and systematic procedure to measure, evaluate and influence the attributes, behaviours and outcomes of the workforce related to work. It discovers the extent to which the employee is productive and how he/she can improve future performance. The researchers argue that as people we will all choose doctors hairdressers on judgments of their effectiveness. Job Performance appraisal is not carried out by Human resource professionals but rather it is one of the most important duties of managers in every business. They also argue that performance appraisals are not performance management but it is a tool that can be used to manage performance.

Managing employee performance is an essential part of the work that all managers and rating administrators perform during the year. The researcher argues that it is significantly important as managing financial resources and program outcomes because employee performances or lack may have a profound effect on both the financial and program components of an organization. Performance appraisal is a structure where an employees work contributions and efforts over a duration of time are reviewed and recognized. It has also been indicated that performance appraisals can be viewed as a basis for considering pay increases according to performances. It can also help identify terminating employees, selection and identifying employees with potential advancement.

Appraisals may also act as an information processing system which aims to provide efficient and objective decision makings regarding rewards, room for improvements, and indentifying training needs. The exact aim of a performance appraisal is to let an employee know their performance compared to what is expected by their manager. This will help identify the training and development required. It is also further proposed that an appraisal is not generic and therefore cannot be passed on to different organizations. An appraisal has to be tailor made it fit the organization needs and requirements. There are five key elements of performance appraisal, measurement, feedback, positive reinforcement, exchange of views and agreement.

Objective of performance appraisal

The purpose of an effective performance appraisal system can help the organization to gain a competitive advantage. It can also provide precise information of the assessments of the employee's knowledge, skills, ability and also help motivate employees to increase their levels and perform better. It Improves performance through feedback, compensation policies can help determine who deserve raises.

Importance of Performance Evaluation

It ...