HRM Topic: Performance Appraisal

Performance appraisals are done to help the employer decide if training classes need to be held, if new hires are needed, as well as maintaining quality of work with employees and motivating employees as well. Trait methods are designed to measure the extent to which an employee possesses certain characteristic such as dependability, creativity, initiative and leadership. The advantages of using this method are this type of performance appraisal methods are inexpensive to develop. It is also easy to use in which they are developed. It also can be used continuously from time to time since the employees are available for evaluation everyday. While the disadvantages are trait evaluation cannot be objective. Serious and far-minded managers may not wish to be subjective when evaluating employees on matters as vital as performance. To make matters worse, employees receiving a rating lower than what they feel is justified always feel that they have been dealt with unfairly. This will lead to lower efficiency of the employees due to the feelings that they were being treated unfairly. This method also is not useful for promotion decision. The second method is behavioral method. Behavioral methods evaluate what employees actually do. The advantages are these methods can distinguish good performers from poor performers by evaluating the behavior. It uses a specific performance dimensions to evaluate. It eases the user to determine what task that is difficult in certain job. It also can yield more accurate ratings. The disadvantages are they are more specific to particular jobs. This might be a difficulty since the scale might not apply to another. It requires more time and effort to develop. The last method is result appraisal method. Result appraisal method often gives employees responsibility for their outcomes, while giving them discretion over the methods they use to accomplish them (within limits). This is empowerment in action. This method also has advantages and disadvantages. The advantages of using this method are it focuses on actual performance of the employees. It can also directly align employee and organizational goals. Result appraisal also can be use for goal setting. Meanwhile the disadvantages of using this method are it encourages short term perspective of the employees but ignores the long-term