Question

HUMAN RESOURCE MANAGEMENT PUBLIC SERVICE

CHAPTER 10 Appraisal

-Explain why personnel appraisal is at once important and paradoxical.

-Weigh the advantages and drawbacks of typical types of evaluations.

HUMAN RESOURCE MANAGEMENT PUBLIC SERVICE

CHAPTER 10 Appraisal

-explain why evaluation accuracy may not be an essential goal.

§Understand that evaluation accuracy may not be an essential goal.

Answer 1

a) Personal appraisal is important and paradoxical

Performance appraisal are assessment of individuals productivity, ability and talent in their respective roles. The goal of the organization is to develop values and motivation in the employs to become a better performing asset of the company. Performance appraisal is a tool to check the employee’s performance and proffesional development to increase productivity. The relationship between manager and subordinates is based on effective communication and constructive feedback. The feedback and constant improvement in the productivity makes an individual perform better and positive appraisal helps proffesional and career development. The performance appraisal is paradoxical as the assessments improves performance and cause promotion the advancement in the hierarchy, as one goes up the ladder, he gets less feedbacks and less assessments which hinder personal and proffesional growth. The top management group in the organization gets least feedbacks for their growth.

b) Types of evaluation

Process, Impact, Outcome and Summative Evaluation.

Advantage of typical type of evaluation.

It initiates feedback and positive change.

It increases productivity of the employees and dedicate them towards organizational goal.

Identifying the effectiveness of the effort made and its outcome.

Remove unnecessary and time taking effort.

Identifying improvement areas.

Drawbacks of typical type of evaluation.

Perception dominates the right evaluation.

Certain traits are non-measurable and cannot be justified through rewards

Rewards are monetary and non-monetary which are not given on a scientific conclusion.

Negative feedback can be de motivating.

The criterion of assessment is same for all the employees despite their different talents, ability and capabilities.

c) Assessment accuracy is good where the sample taken are of same caliber and responsibilities Individual with same characteristic can be measured with a common assessments process but where the sample is imbalanced accuracy is not useful. Accurate assessment cannot solve the purpose as measuring and assessing is a difficult for different people with different attitude and aptitude can’t be measured on a common scale.

Accuracy in human behavior cannot be brought or traced, also human behavior is unpredictable depending on the assessment’s accuracy is not scientific neither is of any help because the organization focus on the overall productivity rather than minute loop holes. So the assessments needs to be generic and motivational to help employees work in a progressive and goal oriented way.

The attributes of employees cannot be measured accurately and also the organization wants the holistic development of the employees to support organizational goal.

There are no exact scientific methods to decide who can be rewarded so the criterion decided by the organization are generic so there can be professional development of the employee can be done but not on minute and singular basis. The company focus on overall goal attainment by developing people skills and giving them feedback.