Question

Explain how HR examines an effective process in maintaining or improving employee job performance. What are various Performance Appraisal methods and errors which impact the relationship between appraiser and appraisee.

Answer 1

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In the last few years the human resources department 's function has grown to evolve beyond simply by implementing policies and practices, interviewing, retaining, boarding, and handling employees. HR leaders also realize that they need to maintain a favorable image of employers, build programs that improve employee involvement and profitability, and develop partnerships between the business and staff past the organization 's lifetime. Since HR has very much to do, it is not necessarily granted top priority to boost the current workplace morale and productivity. HR leaders also concentrate on recruiting potential employees by creating incentive packages that bring the rewards up to date with emerging developments in the industry. Below are some of the effective processes for maintaining or improving employee job performance:

• Run an employee survey — First, using an employee survey and seek and figure out what roadblocks are impeding efficiency. If you don't have structures already in place, a lot of online services would encourage you to build surveys that can be submitted in bulk.
• Take an inventory of the physical environment — Should you find that the workplace atmosphere might be responsible for low efficiency, there are lots of ways to rectify this issue. A common concern between staff , for example, is poor lighting. Too little or too much light may create pressure on the eyes. Additionally, in some people harsh artificial lighting can cause migraines.
• Consider providing flexible job opportunities — Employers notice that certain workers are more successful, at least part of the time because they are able to operate from home. A Best Buy report on their flexible job plan has shown efficiency gain by 35 percent. Flex-work systems improve flexibility for workers, by reducing ambient noise, allowing improved focus and avoiding impromptu meetings, based on the position.
• Improve technologies and software — Although you have achieved in recruiting top talent and retaining a workforce with excellent employees, obsolete equipment and tech will seriously hamper morale and generate dissatisfaction with your best workers. Because technology is increasing dramatically every year, constant upgrading of the resources required to maintain business processes working smoothly is crucial.
• Supporting creativity & innovation — When establishing rules, priorities and standards for staff is vital, allowing space for change , growth and imagination is just as critical. The easiest way to destroy it is to suppress imagination and ingenuity in favour of keeping stuff the way they've always been done.

Performance Appraisal Methods:

Performance appraisals are used to rate the employee’s performance. Formal performance appraisals are important to organizations because they clarify the employee’s roles and responsibilities, and helps align individual goals with organizational goals. Formal performance appraisals also allow for evaluation of the employee’s performance and contribution towards organizational goals. Formal performance appraisals can also be a learning tool for employees and management through the feedback process of the appraisal. During the feedback process, management should express what the employee has done well and they have not. Management should elaborate on ways the employee can improve performance in areas the employee does not perform well. A performance appraisal is an activity which is of utmost importance to an individual as well as to the organisation. The performance appraisal process is crucial because it either makes or breaks an individual's career within the organisation if we think at the extreme levels. It is often noticed that in today's scenario the performance appraisal processes have become more practical where employees are given an all round feedback of their strengths and weaknesses and what they should do to excel in their jobs. On the other the hand the appraisers role has become more stringent as most of them are not open to criticism and there is a lot of discussion on the given feedback especially with the youngest generation of people. In this scenario, it depends a lot on the relationship between the appraiser and the appraisee. The reason being, if there is a genuine feedback that is given to an employee by his or her boss then there are two probabilities that the feedback would be taken in a positive way or in a negative way. Now, if the feedback is taken in a positive way, it depends a lot on the relationship between the two parties. If their relationship is good, then the appraiser can make the appraisee understand in a more subtle as he is open to listen. On the other hand if the relationship between these two parties is not good, there would always be a blame game from both the parties and overall there would be no meaning to the appraisal process. Therefore, the process needs to be stringent and effective. If the prices is not effective then there would be great difficulty in retaining the employees or keeping the employees satisfied, finally it would lead to higher attrition. Overall, the processes should be made clear to all the parties and they should follow the same keeping aside all the differences or favours they might have had in the past. Only if these things are put in place, can an appraisal process be made more effective.