CASE INCIDENT I The End of the Performance Appraisal? oor die onto toihan As we

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CASE INCIDENT I The End of the Performance Appraisal? oor die onto toihan As we discussed in the chapter, organizations measure respondents believed appraisals did not accurately reflect employee performance for a variety of reasons, includ- their performance on the job. ing determining which employees need training, who is So what is the alternative? Zappos now rates employees performing well enough to earn a performance reward, not on how well they accomplish tasks, but rather on how and who deserves a promotion. Performance appraisal in- well they embody the company's core values. This feed- formation can also help determine where problems lie in back is delivered much more frequently during the year the company's overall training and selection systems and than the traditional annual performance meeting. Nor defend HR decisions such as firings in court. are the ratings used for disciplinary actions or promotions, In light of these multiple uses, it might surprise you to though employees who get low scores are invited to take learn that some companies are moving away from formal developmental classes to improve the fit between their appraisal processes. Business scholar Jeffery Pfeffer de- behavior and the company culture. Apple has also elimi- scribes how HR managers at companies like Apple had nated annual performance reviews as neither timely nor to bribe managers to complete assigned reviews with free helpful. Other companies have developed performance tickets to San Francisco Giants games, and the head of management software that automates and streamlines a HR at SAS received cheers from employees when he had more continuous performance review, allowing employees a bonfire to burn performance appraisal forms. Clearly, to track their performance in real time. The ongoing per- appraisals are not popular with the managers asked to per- formance review offers real-time feedback, flexible goals, form them. Pfeffer notes that the subjective nature of these and frequent rewards. reviews is troubling to many managers, leading employees to spend much of their time ingratiating themselves with Questions the boss rather than doing their jobs. Moreover, apprais- 017-13. Have you ever been through a performance als put the focus on individual performance rather than appraisal? Do the reactions to appraisal systems on the performance of whole teams. Research conducted described here match your experience? Why or by Globoforce found that more than half the 631 survey why not?

Explanation / Answer

1. Performance appraisal is very important tool of employee engagement in modern day business. Conventional Performance appraisal focus more on personality traits whereas the modern performance appraisal system focus on work performance and Job achievements. Depending upon the objectives even the methods of appraisal undergoes a transformation, the conventional methods gets outdated. Some of the traditional methods include Ranking method, Paired comparison method, check list method, critical Incident method etc.

The drawback in scrapping traditional Performance appraisal method is indicating that we are giving less focus on Individuals and their respective characteristics, more emphasis on Job Performance and achievements. The human factor will be missing

2. One of my previous organizations had implemented software for Performance appraisal, everything is Cleary defined with set of guidelines and timelines. The activity starts with employee setting up his/her own objectives at the beginning of appraisal cycle. This includes the training, work and certification goals etc.Towards the end of the cycle, employee will provide his/her comments against objectives using likert scale statements, staff manager will hold discussions with the employee on objectives and achievements. The information will be shared to HR manager, he will hold a discussion with employee and finally the HR team based on a set of parameters give a rating

And also give a road map for development plan for the employee in the next financial year. This in a way matches my experience.

3. I feel comfortable to provide employees with feedback, because it acts as a constructive criticism and gives lot of scope for Improvement. You will get a chance to look at other side of the person and provide valuable comments for progression. Some of the managers are hesitant to provide realistic feedback as they may feel employee may get disengaged ,start comparing himself with others and lose Involvement in the job if open feedback is provided...This will in turn have impact on Job performance and ultimately affects the manager’s credibility with top management

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