Human Resource Management Performance

In human resource management performance appraisal is an essential element for management practices. It is an evaluation of employee and organization’s work performance in a specific period of time for effective management. Where as Markle (2000) stated, performance appraisal systems become a popular in the workforce since 1914, after that a completive performance evaluation system is established by Lord and Taylor to operate against pre-established performance objectives. In this essay, performance appraisal will be explained in detail, such as the definition of PA, where does PA fit in the overall performance management process and whether improvement can be made to promote PA techniques. As stated by Aguinis (2009), there are various effetive PA techniques exist to help managers better organize employees. For instance: Graphic rating scales, Management by Objectives (MBO) method, essay evaluation method, performance ranking method and so on. All these PA methods will be defined and discussed clearly in the main part of this essay followed by an argue whether improvement need to be attach to those methods.

For organizations, employees’ effort is a key element to determine their success and survival.(Drucker, 1994;Barney, 1995) However, according to Cook and Crossman (2004), performance appraisal is one potential method to align the organization’s objective with employees’ performance in workplace. Performance appraisal is a systematic description of strengths and weakness of employees in organization.(Aguinis, 2009) By implementing it, managers can better understand the ability of each employee and effectively manage them. Usually, performance appraisals occur once or twice a year (DeNisi and Robert D. Pritchard, 2006) to stimulate employees to perform with an expected level.

Performance management is an ongoing process which concentrates on continuously using methods to motivate employees and improve their performance to develop