WHAT ARE THE BENEFITS OF PERFORMANCE APPRAISALS???

The performance appraisals have always been considered as beneficial for both employer and employee.

One of the most significant benefits of the performance appraisals in the ability of employer and employee to talk freely and have a one-on-one discussion about the organisational performances that might be difficult to approach in any other time. 

They also offers the opportunity to focus on day-to-day work, and goals,  as most of the employees should be reminded of what the organisation expect from them and gives room to enhance better performance.

Performance appraisal also may effect on employee motivation and satisfaction which is beneficial for all the entities involved. 

Performance appraisals give room to recognise employees of the organisation, their work towards the organisational benefits and reward them accordingly.

The mere existence of an appraisal system show that the employer is genuine about the  interests they show towards the individual growth. This is also a  positive influence on the individual's sense of worth, commitment and belonging.

 

Performance appraisal provide the best opportunity, to recognise and agree upon individual training and development needs. It makes the training requirement more pressing as it showcases the direct importance of it for their career growth. 

This also help the organisation understand the overall training and development requirements of employees and the effectiveness of the existing one.  

 

Appraisal data can be used to monitor the success of the organisation's recruitment and induction processes.  They can also be used to monitor the effectiveness of changes in recruitment strategies. 

The statistics from appraisals will also aid to assess whether the general quality of the workforce is improving, staying steady, or declining.

  

It is the common knowledge that appraisals cannot serve the needs of evaluation and development at the same time; it must be one or the other. 

But there may be an acceptable middle ground, where the need to evaluate employees objectively, and the need to encourage and develop them, can be balanced. 

REFERENCES

·      Brefo-Manuh, A. B., Anlesinya, A., Serwah Odoi, A. A. & Owusu, D. R., 2016. Evaluating Organizational Uses Of Performance Appraisal System: A Conceptual Analysis and Framework for the Future. International Journal of Business and Management Review, September, 4(7), pp. 8-20.

·      Dechev, Z., 2010. Effective Performance Appraisal – a study into the relation between employer satisfaction and optimizing business results. August.

·      Idowu, A., 2017. Effectiveness of Performance Appraisal System and its Effect on Employee Motivation. Nile Journal of Business and Economics, April.

·      Sahoo, C. & Mishra, S., 2012. Performance management benefits organizations and their employees. Human Resource Management International Digest, August, 20(6), pp. 3-5.