Employee Appraisals Essay -- business, employee appraisals

Employee appraisals are a key component to a company’s long-term success. The appraisals should be objective, rational, and accurate (Sims, 1987). Without effective appraisals, the employee is not aware of how they are performing and a company is not getting the very best out their investment, the employee. In addition to appraisals, the employee should be afforded development feedback and opportunities. The appraisal allows the employee to understand what areas they are excelling in and what areas they need to work on and improve. Discussing with the employee the developmental opportunities will allow the employee to see the possibility for career advancement if they achieve the goals set out in the appraisal. The appraisal is also a time when the employee can openly voice their concerns and aspirations pertaining to their job. The employee can also get clarification as to what is expected of them and what it will take in the way of performance and goal fulfillm ent to advance in their career. Employees are well aware of the fact that appraisals for the basis for promotions and salary increases (Purwanti, 2011). The end result of both the employee appraisal and the opportunity feedback and opportunity is to allow the company to avoid employee turnover. Turnover is not only costly to the company but it can affect the overall performance of those employee left at the company when a unhappy employee either leaves by their own decision, or one that the company has to let go. The appraisal should be a structured approach and be consistent from employee to employee thereby not showing any type of favoritism. The expectations of the appraisal need to be addressed up front. Next the manager needs to let the employee sa... ...ted Minshew, K. (2012, July 31). 6 tips for better performance reviews. INC Magazine, Retrieved from http://www.inc.com/kathryn-minshew/best-practices-for-performance-reviews.html Purwanti, Y., Pasaribu, N., & Lumbantobing, P. (2011). Harmonization Process Between Individual Performance Appraisal and Business Unit Performance Appraisal Without Decreasing Employee Engagement. Proceedings Of The European Conference On Intellectual Capital, 577-581. Sims, J. P., Gioia, D. A., & Longenecker, C. O. (1987). Behind the Mask: The Politics of Employee Appraisal. Academy Of Management Executive (08963789), 1(3), 183-193. doi:10.5465/AME.1987.4275731 Swiercz, P. M., Bryan, N. B., Eagle, B. W., Bizzotto, V., & Renn, R. W. (2012). Predicting Employee Attitudes and Performance from Perceptions of Performance Appraisal Fairness. Business Renaissance Quarterly, 7(1), 25-46.