Question

Managers and employees have long expressed dislike and skepticism about performance appraisal, as it is typically practiced in organizations. Some HR practitioners and consultants, such as Samuel Culbert, have advocated getting rid of the standard performance appraisal programs. Culbert has suggested that the arguments typically given for performance appraisal are invalid and, in a word, “bogus.”  

a. Describe two arguments or reasons that are typically given in support of formal performance appraisals.

b. Then explain why Culbert and others who are skeptical of performance appraisal believe these arguments are weak or bogus.

c. Explain your perspective on whether performance appraisals are necessary, and why or why not. If you believe they are not necessary, explain what procedures, if any, you would recommend to fulfill the functions that performance appraisals are said to fulfill.

Answer 1

a. The two arguments that act to support the formal performance appraisal are as follows:

1. the process of performance appraisal acts as a method of motivating the employees and through this the merit of the employee increases and it becomes a part of the compensation strategy that is comprehensive.

2. Performance appraisal acts as a sort of feedback mechanism through which managers can provide feedback to the employees regarding their performance.

b.  Culbert and others think that these arguments are bogus or weak because performance appraisals are effective in creating a negative experience. Furthermore, if the performance appraisal is not executed properly then it negatively impacts both the managers and employees. Human assessment include biases and errors and this makes the appraisal system useless.

c. Even if the performance appraisal has its negative, it is important to ensure that if the performance appraisal is carried out properly then it can be effective. Furthermore, performance appraisal is effective when executed properly and it must be for the betterment of the employees and managers.

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