The Effectiveness of Existing Performance Appraisal System in Company

The Effectiveness of Existing Performance Appraisal System in Company


Abstract

Employee performance has historically been given top priority by human resource management. As a consequence, a variety of performance evaluation methods have been developed throughout time to assist in determining an employee's performance. In modern times, the usage of performance evaluations has expanded beyond evaluating an employee's performance to include factors such as motivation. 

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 primary goals of the research were to determine the moderating effect of performance evaluation as a motivational tool, as well as possible obstacles.

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Introduction 

In the area of performance management, performance assessment is a highly debated topic. The emphasis placed on performance evaluation systems comes in part from the nature of today's business environment, which is characterised by the requirement to accomplish organisational objectives while remaining relevant in highly competitive markets via outstanding employee performance (Chen and Eldridge, 2012). Various studies indicate that organisations have little influence over their workers behaviours in this setting (Attorney, 2007). 

Organizations, on the other hand, have influence over how people execute their tasks. Furthermore, performance management research indicates that a large percentage of workers have a desire to do well in their employment as part of their own objectives as well as a display of devotion to the organisation (Wright & Cheung, 2007). Arguably, the ability to give workers with the appropriate working environment is the key to ensuring that they perform effectively.

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Conclusion 

The primary goal of the research is to examine the many kinds of performance evaluation methods and motivation, as well as their efficacy. Several performance analysis tools are utilized, according to an interview with the organization's HR manager. The multi-rater/360 degree system, behavioral anchored rating scale, and graphical rating scale are examples of these. 

In terms of efficacy, the research discovers that the 360 degree performance evaluation method at Shine Communications is very successful in providing a complete review of the workers' performance. This is consistent with the studied literature, which emphasizes that 360-degree evaluation assists in assessing an employee's performance from many perspectives and is therefore representative of the employee's real performance.

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