Essay on Goals and Motivation

639 Words Sep 21st, 2013 3 Pages
Goals and Motivation 1

Goals and Motivation
G J
BUS 303 Human Resources Management
Instructor: R
18 Feb

Goals and Motivation 2

“Performance Appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development. Performance appraisal is generally done in systematic ways in order to enable supervisors to more accurately or fairly measure the pay of employees and compare it with targets and plans.” (MSG, 2008) The supervisor can critique the factors behind work performances of employees and are at a level/position to guide the employees towards self-improvement. Performance appraisal can be done with the
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Performance appraisal also helps the supervisors to understand the validity and importance of the selection procedure. Future changes in selection methods can be made in this regard.
“Performance appraisals can be conducted through a variety of approaches and methodologies. These methods include employees evaluating themselves, supervisors evaluating their employees, employees evaluating their supervisors, team members evaluating one another [or an external specialized organization or consultant] being contracted for the purpose of rating employees. In order for a company to avoid any potential bias within the appraisal system communication is key while setting aside personal feelings. “The most effective way to improve employees' perceptions and reactions toward performance appraisals is for organizations to promote appraisals that are focused mostly on self-development and personal improvement (Drucker, 2005; Roberts et al., 2005).” (Youssef, 2012) For an organization, effective communication between employees and employers is very important. It helps in maintaining cordial and congenial labor management relationship while it develops the spirit of work and boosts the morale of employees.
“[First impression (primacy effect), halo effect, horn effect, excessive stiffness or lenience, central tendency, personal biases, spillover effect, and recent(cy) effect]” (MSG, 2008) are specific titles given to common

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