HRM. In this essay we are going to discuss the main types of appraisal method used in organisation and critically evaluate which ones are the most useful in practice, and also the discussion is included about the advantages a properly implemented apprai

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CONTENTS

  1. INTRODUCTION                                                                                                   003

2.           MAIN TYPES OF APPRAISAL METHODS                                                                                                                                                          USED IN ORGANISATION                                                                                       003                 

 3.          Human Resource Development Management by Objectives and Training & Analyses                                                                                               006

4.         Summary                                                                                                                   009

5.      REFERENCE                                                                                                            010

INTRODUCTION 

In this essay we are going to discuss the main types of appraisal method used in organisation and critically evaluate which ones are the most useful in practice, and also the discussion is included about  the advantages a properly implemented appraisal system can bring to an organisation. Also, this essay is going to cover human resource development management by objective and training needs and analysis.

  1. MAIN TYPES OF APPRAISAL METHODS USED IN ORGANISATION  

Appraisal is the judgement of an employee’s performance in a job, based on considerations other than productivity alone. It is sometimes called merit rating, more frequently when its sole object is to discriminate between employees in granting increases in wages or salaries.

All managers are constantly forming judgements of their subordinates and are in that sense continuously making appraisals, the term is, however, applied in personal management to a formal and systematic assessment made in a prescribed and uniform manner at a certain time. The principal uses of appraisals are:

A        to help a manager decide what increases of pay shall be given on grounds of merit

B        to determine the future use of an employee e.g. whether the employee shall remain in his or her present job or be transferred, promoted, demoted or dismissed

C        to indicate training needs, i.e. areas of performances where improvements would occur if appropriate training could be given;

D        to motivate the employee to do better in his or her present job by giving the worker knowledge of results, recognition of merits and the opportunity to discuss work with his or her manager.

Appraisal reviews are usually categorised into three types.

A        Performance reviews, which analyse employees past successes and failures with a view to improving future performance.

B        Potential reviews, which assess subordinates suitability for promotion and further training

C        Reward reviews, fro determining pay rises. It is a well established principle that salary assessments should occur well after performance and potential reviews have been completed, for two reasons:

i)        performance reviews examine personal strengths and weaknesses in order to improve efficiency. If salary matters are discussed during these meetings, they might dominate the conversation

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ii)         ultimately salary levels are determined by market forces of supply and demand for labour. Stuff shortages could cause the firm to pay high wages quite independent of the objective worth of particular workers.

Appraisal methods

There are many kinds of appraisal schemes, though usually they are elaborations or variations on one of the following.

Ranking, which requires the managers to rank sub ordinates in order of merit, usually on their total ability in the job but sometimes according to a few separate characteristics. It is quite easy for a manager to use this method for a small number ...

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