Briefly Discuss Some of the Reasons for a Manager to Undertake

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The Answer is The purposes of performance appraisal can be listed as:
• Identifying the developmental needs of employees, which are then used for fixing training objectives.
• Providing feedback to employees and thereby helping them with performance improvement and career management.
• Designing equitable reward systems in the organisation and administering such rewards in a matter that would motivate employees to improve their performance further.
• Diagnosing organisational problems, especially those related to employee performance and rewards.
• Providing data for research on employee performance, training effectiveness and reward systems.
• Providing the legal and formal justification for organisations to make employment decisions. Appraisals therefore have to be made as objective and equitable as possible. A good appraisal system should identify and measure the critical factors contributing to successful performance, specify
the critical behaviours that manifest these factors, develop reliable and valid measures capable of distinguishing between high and low performers, and above all be perceived as an acceptable tool for ensuring procedural justice. Moreover, the system should be capable of withstanding any legal challenges. For this reason, it may be advisable to choose the job characteristics based on a scientifically-executed job analysis, have a rating and review/appeal system based on reliable and objective measures, give written instructions as well as training to raters and reviewers, document all procedures and decisions, provide timely feedback to all, and provide counselling and guidance services to poor performers (Malos, 1998).

Briefly Discuss Some of the Reasons for a Manager to Undertake

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Briefly Discuss Some of the Reasons for a Manager to Undertake

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