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In order to assess as to whether performance appraisals have singularly failed in its effective management of staff, we must first identify the purpose of appraisals in its aims and what it hopes to achieve for management and the organisation.
Appraisals can vary considerably in the way they are conducted according to different types of organisations, however, they are usually a formal private meeting between a line manager and an employee conducted on an annually basis, in order to evaluate the employees past performance with a view to improving their future performance. ...
Although this is essentially the purpose of performance appraisals, they have been known to encompass many other benefits for both the organisation and the individual.
Appraisals have a huge effect on the following:
· Communication
· Motivation
· Morale
· Control
· Organisational Performance.
If we take all of this into account then suddenly performance appraisals become much more than just evaluating and improving an individual’s performance they start to become very beneficial and ultimately an essential management tool. But is this the reality of the use and operation of appraisals?
In order to find out how appraisals were used in organisations today, I used research conducted by the IRS Employment Review (Issue 769) who surveyed 100 large UK employers on how and why employers conduct appraisals.
Approximate Word count = 931
Approximate Pages = 3.7
(250 words per page double spaced)
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