A Study on the Effectiveness of Existing Performance Appraisal System in Company

A Study on the Effectiveness of Existing Performance Appraisal System in Company



Abstract

Human resource managers have historically placed a premium on employee performance. As a consequence, a variety of performance evaluation methods have been developed throughout time to assist in determining an employee's performance. Performance evaluations have been expanded beyond evaluating an employee's performance to include factors such as motivation in recent years. As a result, the purpose of this research was to look at the efficacy of performance assessment methods and their impact on employee motivation. The study's primary goals were to determine the moderating effect of performance evaluation as a motivating tool, as well as any difficulties that may arise.

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Introduction

In the area of performance management, performance assessment is a frequently debated topic. The present corporate climate, which is characterised by the requirement to accomplish organisational objectives as well as stay relevant in highly competitive markets via outstanding employee performance (Chen and Eldridge, 2012), contributes to the significance given to performance evaluation systems. Various studies indicate that organisations have little influence over their workers' behaviour in this setting (Attorney, 2007). Organizations, on the other hand, have influence over how workers carry out their duties. Furthermore, performance management research indicates that a large percentage of workers want to do a good job as part of their own objectives and as a display of devotion to the company.

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Conclusion

Performance evaluation systems should be created in such a manner that workers see fair treatment in comparison to other employees as well as their own expectations. This may help to foster positive attitudes, which have been proven to be a major predictor of employee motivation and, as a result, job performance in this research. Employees' preferences for incentives after a performance evaluation vary, according to the research. As a consequence, organisations should take a more personal approach to tying performance evaluation outcomes to rewards and incentives. As a consequence of higher levels of satisfaction, this may help to increase employee motivation considerably.

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