Business Research Reactions of Employees to Performance Appraisal Essay

Appraisal Attitudes of employees towards performance appraisal system of a Transport and Contracting Company. 1.0 Introduction After the selection process the next formal assessment of the individual employee is the performance appraisal. Most organizations recognize that there is a need to monitor the effectiveness of their employees and to promote avenues for their improvement. Enormous amounts of time, energy and money have gone into the development of performance appraisal systems, but their successful implementation rests with the supervisors and managers who carry out the appraisal. Ultimately all human resource matters are matters of subjective judgment and the available research evidence suggests that assessors give more accurate ratings when they are not shown to employees and the final outcome does not involve promotion decisions. Assessors are often fearful of the negative impact of their appraisal on the individual?s pay, promotion and on the job security, as well as its potential to damage or even destroy a previously excellent working relationship. In the past most of the attention has focused on the development of appropriate measuring device and rating scales. However recent trends indicate a shift in emphasis from the procedures to the process and the dynamics of the supervisor-subordinate relationship. Employee development must be an ongoing process if organization is to retain its capacity to respond to the challenges of the future. It is an investment which pays off in the survival and growth of the organization. Employee development can only be effective if it is based on needs identified during the performance appraisal. The potentially relevant research for performance appraisal is very ... ...t will add to existing Knowledge? Existing literature and research reports that I have read concentrates more on to: use of rating in appraisal, ethical dilemmas facing performance evaluators and employees, comparing performance appraisal with total quality management, relationship between motivation and job satisfaction of the employee to the performance appraisal and relationship between productivity and performance appraisal. Since appraisal is done by a human, it can create serious motivational, ethical and legal problems in the workplace. Appraiser sometime tend to judge the work performance of others including subordinates, naturally, informally and arbitrarily. Here lie the roots for changing of attitudes of employees. In my research it will concentrate on the current working environment and the effect of determination of the issues by employees.