HR Essay Example | Topics and Well Written Essays - 1250 words

HR - Essay ExampleBut, if you try to please everyone by doling out good reports, your seniors might question your ruling and ability to differentiate between good and bad workers. Therefore, most of the initiating military officers tend to take the transaction estimate process as a millstone round their necks. 2. Definition Wikipedia (2011) described performance estimation as a systematic method of evaluating an case-by-cases on the moving in performance against pre-determined standards and his/her potential for the future day responsibilities usually by his supervisors or managers. 3. Purposes of Performance Appraisal One may count as some as twelve purposes of performance judgment however, the most basic is to provide information about job performance. Following are the important purposes of performance appraisal- 3.1 Basic Purpose. The basic purpose of performance appraisal is to get information about how people are doing their jobs and find the problems affecting the ov erall performance of individuals (Murphy & Margulies 2004). 3.2 faultfinding(prenominal) Purposes In judgmental perspective, performance appraisal may provide a basis for reward allocation, appellation of high performance/high potential individuals and low performance/low potential individuals. ... 4. Benefits The process of performance appraisal helps both the managers and the workers by providing employees an opportunity to indicate the direction and level of their ambitions. It induces leaders to take interest in their subordinates development which in turn becomes a motivation tool in helping the ecesis to retain the ambitious and capable personnel instead of losing them to the competitors. It identifies areas where specific training is needed, desired, or purchasable. Performance appraisal can be used as a motivational and encouragement tool for employees who have been trying to perform well (Rao 2004). Performance appraisal is also a means for communicating and documentin g dissatisfaction in regard as of unacceptable employee performance. It provides a reliable basis for making a myriad of organizational decisions concerning promotions, deputation, rewards, postings at mainstay appointments, etc. 5. Process for Performance Appraisal Since a good report can qualify the individual for more important responsibilities, more rewarding assignments and promotion to higher ranks, therefore, a development plan should be preferably tailor made for each employee. In general way, a development plan should implicate the following steps- 5.1 Analyze Job Duties and Responsibilities Job duties and responsibilities should be clearly spelled out and be available in written form for the benefit of the organization as well as the individual (Elizabeth et al. 2006). 5.2 generate Standards of Job Performance Standards of performance for each job should be established and known to both initiating officer and the subordinate (Ziagon