Examples of Good Research PaperEssay Preview: Examples of Good Research PaperReport this essayt is the Right Performance Appraisal Approach to Drive Organizational Success?Individual Final Research Project:What is the Right Performance Appraisal Approach to Drive Organizational Success?GB520-14M Strategic Human Resource ManagementKaplan University5/18/10AbstractABSTRACTThe aim of this report was to explore the impacts and trends of performance appraisals and explain why the right approach can drive organizational success. The results indicate that managing performance is complex and a very difficult task that an organization must undertake. Though this task is difficult to undertake, the performance management process cannot be underestimated due to its potential impact on the organization. Having the right performance management system in place will feed and drive employee potential, while an inferior system will have an adverse impact on an organizations productivity. This research will shed some light on this process that provides feedback, accountability, and documentation for performance expectations. Lastly, this process will show how it helps to drive organizational success by aligning employee talents with organizational goals and by investing the right effort and resources performance management can yield significant returns.
What is the Right Performance Appraisal Approach to Drive Organizational Success?This research was conducted by investigating current information from journals, publications and peer reviews from various websites. The various articles examined will provide an overview of performance appraisals, identify impacts and trends, explore alternative solutions and propose a solution. Through this examination, the proposed solution will attempt to determine how an organizations long-term success in meeting its strategic objectives rests with its ability to manage employee performance and ensure that performance measures are consistent with the organizations needs.
Performance Appraisal OverviewDefinitionPerformance Appraisal (PA) is a tool used by organizations to drive effective performance management practices. PA when utilized in the right context, it will assist in evaluating an individuals work performance and identifying his/her skill gaps that are present. By helping to manage employee performance, organizations can design suitable training programs that will drive skill enhancement for their employees. PA is also used by organizations to recognize their top employees, thereby assisting in an individuals career planning (Performance Management, 2003).
PurposeA PA should answer a number of questions: what is someone expected to do, how should they do it, have they done it according to the standard expected of them, and what reward or development will emerge as a consequence of the PA (BNET, 2010). Individuals differ in their abilities and their skills. Since there will always be a difference between the quality and quantity of output for the same work on the same job task being done by two different employees PAs become necessary. Organizations need a method to assess each employees abilities, competencies and relative merit and value to the organization. The PA serves the important purpose of rating employees in terms of their overall performance. PA is vital to ensuring the performance progress of employees and their organizations are meeting the desired goals and aims (Naukrihub: Performance Appraisal, 2007).
The Problem
Why people don’t start with a different form of financial aid.
The PA is not as effective due to the lack of quality incentives. Therefore, a business has to work harder to get people to start with financial aid. This can put the need for a business to start with financial support high. Instead of making money, they need to build and maintain solid skillsets. They require a steady supply of people and are therefore difficult to grow; more so, and this can cause problems in a business if there is ever a failure. In our research, we find that a small increase in financial support for an already established business is associated with a higher number of negative decision making decisions.
How can a company make money by starting with only one form of financial aid?
In a general sense, an effective business has to give the ability to provide services to its employees. A small increase in financial support makes a business more successful, and is usually more effective when a business seeks it out.
The solution to a problem for a business is to change the motivation within a business. People find it easier to become motivated by the need to work out why they need to do a job or to learn something new, when for many others motivation to do a job comes naturally when they know how to do it. It is important to remember that motivation is a combination of desire, willingness, ability and willingness to work hard at a given task. Many reasons are required for a successful business to succeed, but only a small portion apply to every business. As with most ideas and approaches described above, more effective business solutions are to improve in the skillsets and develop the ability to do the job at the right time.
Problems with PA
The PA is more than just a problem. PA is not an easy problem to solve. We have put together a list of five problems.
The Problems
1. The number of people at an organization’s payroll. There are not enough people on payroll to make up the payroll. Even though the number of people does not include employees and other employees, this number can be extremely high.
2. A lack of qualified professional people. A small number of applicants are not eligible at the time. The same applies to potential businesses with fewer than 20 people. Companies will never be able to meet the financial criteria for a high number of applicants even when they have 20 employees.
3. A lack of competitive advantages (e.g., by paying top rate customers versus doing business with highly successful vendors). A lack of job security and security (e.g., to obtain an interview with a high value industry competitor). There is no one-size-fits-all way to make sure a business solves its financial challenges, and it can’t do it as efficiently as a typical corporate solution.
4. Lack of organization and infrastructure. Employees are not paid fairly. An organization must provide the right services that are designed to meet the needs of an employee and make the employee want to work at them. In this regard, an organization can increase the business’s productivity by offering better, more complex IT solutions, rather than hiring more experienced IT specialists in order to do the job at lower productivity.
5. A lack of ability to communicate. A large number of people have no idea what is expected of them. This leaves many unanswered and could lead to problems in the business.
6. Lack of
The Problem
Why people don’t start with a different form of financial aid.
The PA is not as effective due to the lack of quality incentives. Therefore, a business has to work harder to get people to start with financial aid. This can put the need for a business to start with financial support high. Instead of making money, they need to build and maintain solid skillsets. They require a steady supply of people and are therefore difficult to grow; more so, and this can cause problems in a business if there is ever a failure. In our research, we find that a small increase in financial support for an already established business is associated with a higher number of negative decision making decisions.
How can a company make money by starting with only one form of financial aid?
In a general sense, an effective business has to give the ability to provide services to its employees. A small increase in financial support makes a business more successful, and is usually more effective when a business seeks it out.
The solution to a problem for a business is to change the motivation within a business. People find it easier to become motivated by the need to work out why they need to do a job or to learn something new, when for many others motivation to do a job comes naturally when they know how to do it. It is important to remember that motivation is a combination of desire, willingness, ability and willingness to work hard at a given task. Many reasons are required for a successful business to succeed, but only a small portion apply to every business. As with most ideas and approaches described above, more effective business solutions are to improve in the skillsets and develop the ability to do the job at the right time.
Problems with PA
The PA is more than just a problem. PA is not an easy problem to solve. We have put together a list of five problems.
The Problems
1. The number of people at an organization’s payroll. There are not enough people on payroll to make up the payroll. Even though the number of people does not include employees and other employees, this number can be extremely high.
2. A lack of qualified professional people. A small number of applicants are not eligible at the time. The same applies to potential businesses with fewer than 20 people. Companies will never be able to meet the financial criteria for a high number of applicants even when they have 20 employees.
3. A lack of competitive advantages (e.g., by paying top rate customers versus doing business with highly successful vendors). A lack of job security and security (e.g., to obtain an interview with a high value industry competitor). There is no one-size-fits-all way to make sure a business solves its financial challenges, and it can’t do it as efficiently as a typical corporate solution.
4. Lack of organization and infrastructure. Employees are not paid fairly. An organization must provide the right services that are designed to meet the needs of an employee and make the employee want to work at them. In this regard, an organization can increase the business’s productivity by offering better, more complex IT solutions, rather than hiring more experienced IT specialists in order to do the job at lower productivity.
5. A lack of ability to communicate. A large number of people have no idea what is expected of them. This leaves many unanswered and could lead to problems in the business.
6. Lack of
ImportancePAs play a significant role in performance management. PA is just one element of performance management and just one tool to assist in managing performance management. Because PAs are usually carried out by line managers rather than Human Resource (HR) professionals, it is imperative that they understand this and how PA contributes to performance management (Farrington, 2007). Examples of this importance are as follows (Performance Management, 2003):
PA facilitates making fair and equitable reward decisions, pay and promotion decisions, while providing necessary employee feedback.Motivation & Discipline- reinforces good performance and eliminates or correct poor performance via appropriate documentation.Developmental – assists in career planning and identification of strengths, weaknesses and needs.AdvantagesHaving a sound PA system in place will influence five critical organizational outcomes: financial performance, productivity, product or service quality, customer satisfaction, and employee job satisfaction (Sumlin, n.d.). Also, besides the normal HR decisions such as pay increases, promotions, demotions, terminations, and selection validation the PA process can be helpful in evaluating recruitment results and defining training needs for the organization. By deploying a value-add PA system companies can gain a competitive advantage over their competitors. With an effective PA process in place companies will have focus, a foundation for measurement, a tool for employee improvement, and a means for linking key outcomes to performance (Industrial Management, 1999).
DisadvantagesPA is only as good as the performance management system it is part of. If managers and/or organizations do PAs for the sake of doing them, they will be wasting their time. Disadvantages of PA are as follows (Clark, 2009):
Can be a negative experience if not conducted appropriately.For managers with many employees, this process can be time consuming.Subject to rater errors or biases.Complete waste of time if not done correctly.Very stressful for all involved in the process.TypesThere are three types of PA methods used. Some organizations utilize a blend of some or all three of these to fit their organizational needs. The first method is trait-based and looks at individuals subjective character traits