Employee Performance Reviews

Introduction

            Employee performance reviews or employee performance appraisal is a systematic process that is used to review the employee's performance. This is an essential process as it allows the employees to gain self-development, and the manager uses the information to make decisions concerning recruitment, promotions, and other strategic management. Another important point to note is that the performance review allows organizations to promote innovation performance. This means that when reviewing the employee's job performance, managers focus on helping employees improve their performance to achieve a competitive advantage. Thus, performance review increases creative and innovation potential among the employees. It is also important to note that performance appraisal improves political behavior. This is because, in performance appraisal, organizational politics (political perceptive) allow the employee to use their power to follow one's self-interest, and avoid negative outcomes.  In most cases, employees believe that managers are influenced by liking or disliking and thus, it is important to create a political climate during a performance review to allow employees to develop self-serving behaviors.  Finally, performance review is a dreaded task since managers fear to review negative feedback and a result, they give inaccurate evaluation which leads to inflated performance reviews. It is recommended that in the performance review, managers should use the best practices to improve motivation, reduce complaints and turnover.  In today's changing organizational environment, managers are required to conduct a performance review to help employees develop a new effective working habit, and more importantly, improve individual and organizational effectiveness. 

 

Summary of the article

 MANOLACHE & NETEDU, (2017) assert that the primary role of performance appraisal is to motivate employees to increase performance, and to allow the human resource manager to make informed decisions on training and development. The important point is that performance appraisal is not a punishment activity, but it is a systematic process that allows the organization to assess the individual performance and adjust the dysfunctions. The main point, according to Monalache & Netedu (2017), is that managers should consider independent variables such as age, sex, and length of work during reviews. They should use appropriate measures and consider the key variables to avoid errors. Ahmed et al., (2018) state that among the many roles of performance appraisal, it focuses on creating an innovative performance. Note that during the appraisal, managers identifying the strengths and weaknesses and implements the right ingredients to improve performance. Employees also expect management support and resources to increase performance and more importantly, increase innovation performance.  According to Abbas & Awan (2017), for employees to improve performance, they must modify their attitudes and behaviors.  Note that the organization can play its role to improve performance, such as looking for abilities, looking for the right employees, empowering employees, having open communication, among other leadership roles. However, the authors' key point is that these elements cannot help employee increase performance unless employees align their personality traits with organizational goals.  In other words, organizational politics must be integrated into the performance appraisal system to allow employees to use their power in career advancements. Above all, Posthuma & Campion (2008) add that for managers to use a well-designed performance reviews process, they must employ the best practices that meet distributive justice (fairness and equality), procedural justice (fair procedures), and interactive justice (respect and dignity). The best practice that would help managers achieve the three types of justice are;  proper timing, conduct an independent review,  communicate the specific and clear instructions,  policies of conduct, and performance expectations.

Evaluation

            From the peer reviews journal articles, it is clear that employee performance reviews is vital not only for the organization but also for individual employees. Note that today, businesses are operating in a competitive environment, and thus, it is the role of the organization to improve performance by conducting performance appraisal (MANOLACHE & NETEDU, 2017). It should be a continuous process so that the organization can not only understand areas where employees need improvement but also increase communication skills, and problem-solving skills. The articles inform and also persuades the modern organization to implement the appraisal in the human resource management to manage performance frequently, adhere to performance standards, and use the information gained properly, that is, not only to gain feedback but also to motivate employees to improve performance (Posthuma & Campion, 2008). Overall, these articles are straightforward, well-written, and they deliver an important message.

Conclusion

            Performance appraisal is a tedious task, but organizations must conduct appraisal to help employees grow professionally. It is a formal process where managers evaluate how employees perform tasks to improve performance. The articles recommend that managers should ensure a fair and accurate system, the procedural should aim at elevating performance, and it should be tied to corporate goals.  Due to the globalization and competitive environment, employees need high performance. In other words, the organization must evaluate how employees carry out their task, identify strengths and weakness, and provide them with knowledge and skills. The only way organizations can help employees improve performance is through performance reviews, and thus, it is important to implement this formal management procedure to increase organizational profitability. Note that the appraisal does not focus on understanding the employees' personality, but its focus on employees' performance and evaluate whether they meet the performance goals.  It is not only a management tool, but it also acts as a communication  tool since it allow  both manager and employees to communicate and more importantly, build a productive work relationship.

.

 

 

 

 

 

 

 

 

 

 

 

References

 

MANOLACHE, D., & NETEDU, A. (2017). PROFESSIONAL PERFORMANCE APPRAISAL

OF THE HUMAN RESOURCES. SOME CONSIDERATION AFTER A CASE STUDY

IN AN ECONOMIC ORGANIZATION. Scientific Annals of the “Alexandru Ioan

Cuza” University, Iaşi. New Series SOCIOLOGY AND SOCIAL WORK

Section, 10(2).

 

Ahmed, U., Shah, S. A., Qureshi, M. A., Shah, M. H., & Khuwaja, F. M. (2018). Nurturing

innovation performance through corporate entrepreneurship: The moderation of

employee engagement. Studies in Business and Economics, 13(2), 20-30.

 

Posthuma, R. A., & Campion, M. A. (2008). Twenty best practices for just employee

performance reviews: employers can use a model to achieve performance reviews that

increase employee satisfaction, reduce the likelihood of litigation and boost

motivation. Compensation & Benefits Review, 40(1), 47-55.

 

Abbas, Q., & Awan, S. H. (2017). Impact of organizational politics on employee performance in

public sector organizations. Pakistan Administrative Review, 1(1), 19-31.