Performance Appraisals are integrative assessment tools which are advantageous to organizational effectiveness. The administrators of the performance appraisals usually are managers or human resource professionals. Making sure the appraisal tool is valid, reliable, standardized, and appropriate for the position is only part of the process. Unfortunately it’s not uncommon for employees to be in the dark regarding their performance, or areas of weakness, if a lack of communication exists. The ability to be proactive with one’s employees is where I feel the success lies. “Research shows that managers with poor communication or interpersonal skills are often the downfall of a company's otherwise sound performance management program (“Setting up a performance management system”, 1999). Communication skills are of high importance when communicating scoring results and giving constructive feedback. When constructive feedback is handled professionally and with empathy, employees build trust and are more eager to improve on areas of weakness. Training, workshops, and shadowing others can help with both weaknesses and strengths. The performance appraisal tool can provide insight into strengths that can be of importance to the organization. Strengths can be honed in on, and often an employee can be an asset within another position or department within the organization.
Performance Appraisals unfortunately are often seen as a time consuming hassle to managers and human resource professionals. They are frequently unaware of the benefits they provide if devised and assessed properly. In order to meet department goals and maintain the vision of the organization, they must know where the employees stand in their performance. When utilized more often than once a year, Performance Appraisals can be a powerful proactive tool for success.
The real life example, which I felt was most comprehensive to use for this paper was my sister, Andrea. She works for one of the largest worldwide liquor companies. Her current position is Field Marketing Manager for Florida; previously she was Market Manager for a region of Florida. Andrea has worked her way up the ladder and has been with them for 6 years. This is a male dominated industry and gender discrimination is unfortunately par for the course – both within the company and with accounts. She has worked very hard to get to where she is now. There is heavy competition from males bonding with her director. He doesn’t attempt to bond with her as she is the minority … a female.
Every year she is given a performance appraisal which includes a self-assessment. They use the Global Performance System (GPS) worldwide for all their employees. I had the opportunity to see both a previous and more current Performance Appraisal. The previous used a 10-point Behaviorally Anchored Rating Scale (BARS) and her overall was 6.2, which according to her, is on par with colleagues. The more current appraisal tool...