Analyse the Article - Replacing Annual Performance Appraisal Process with Check-ins: Case of Throwing the Baby with the Bath Water.
Information presented in the article regarding the appraisal process that is generally utilised by the organisation is worth discussing because of the urgency in the current situation. In current time is quite relevant as because motivating of employees in an organisation is deemed to be one of the most important aspects to be considered for the future elevation of Business Development graph. A general specification that relates to the understanding of stack ranking and forced ranking system are well evaluated and critically processed in the article. Your article is discussing the importance regarding the relevant topic of replacing annual performance appraisal with chickens in organisations. The topic heading of the article present says that the organisation is throwing their employees who are considered to be their babies in bath water (metaphorical way). The article has discussed clear information related to the evidence that is needed in order to understand the requirement for implementing check-ins rather than annual performance report. The dynamic information that arises due to the ever-changing business environment in society is taken into consideration in the article to evaluate every slight change that happens to be demanding the appraisal system to be changed.
The articles discuss regarding the changes in the performance appraisal system by Adobe in 2012 is still a hot topic in terms of understanding the requirement for knowing the exact way to appraise the employees in the organisation to make them feel motivated (Liu, Gong, Zhou & Huang, 2017). This form of changes in the performance appraisal system was then followed by Microsoft and Accenture as mentioned in the article. With the clear change of mentality from annually to weekly is quite dramatic in its own way.
The article says that performance appraisal time is a time of stress for the managers and employees of an organisation as because of every other operation in the organisation that the actual stop. This aspect of the performance appraisal system is quite genuine and evidently discussed in the article. To know that the performance appraisal system is time taking option to analyse the performance of the employees and overly. Performance appraisal system requires changes and personal evaluation to critically justify every work done by the employees within the organisation for the last financial year. It is therefore quite justifiable to say as said in the article regarding the stress of the managers and the employees. As considered by Cappelli & Tavis (2016), the performance appraisal system is quite stressful and a part of the fraction when it comes to the mental stress management of the employees and the manager of the organisation
The article has positively undertaken the analysis of performance appraisal system to their very own depth and has made us clear regarding the small bits of problems that the traditional performance appraisal process has. The clear and distinctive aspect of this article is related to the understanding of the situation where an employee is not able to make the benchmark which leads to the situation where the organisation mark them as the one who has not met with the expected. Such kind of situation as discussed in the article demotivates employees in the organisation and it is completely viable to support. As supported by Levy, Tseng, Rosen & Lueke (2017), Performance appraisal in front of every other worker in an organisation has both a positive and negative impact. The figures that the employee presents in front of the manager in an organisation are this basic calculation done by the managers after the evaluation of the whole financial year of work by the single employee. Such an act according to me is quite a time taking as justified by the article and also leading towards a situation where the calculation might lead to dissatisfaction of wrong evaluation.
Importance of Employee Motivation and Performance Appraisal System in Business Development
When clearly discussing the information presented in the article related to the importance of performance appraisal be observed that it is described as a measurement tool identification option and observing expect that must be kept in mind in order to evaluate the changes that are required in an organisation. With a very clear answer, we can justify that the article has presented the knowledge of performance appraisal system clearly and positively. However, on analysing the case scenario it can be going otherwise as the matter of measuring is not actually clear in terms of performance appraisal. The answer or the results come on an annual basis that is exactly a wide stance and every action cannot be judged in a single day for overall past year (Williams & Beck, 2018). Therefore we can justify that the effect of performance appraisal some work not in a position to be declared as the most reliable source of the performance appraisal system.
There is a complete agreement With the discussion that the performance appraisal process is a constitution of performance review, potential review and reward review (Malcolm and Jackson 2003). When considering the aspect of performance appraisal process the evaluation of the system is quite justifiable and it can be said that the information gathered by performance appraisal system in its most traditional format is worth mentioning in evaluating the core competencies of the employees. However, on the other hand, the time profit and the reliability state is not always available in terms of the traditional performance appraisal process.
The importance of performance appraisal system over check-ins can be created when discussing the benefits provided to the manager, employees and the organisation. As indicated by Mueller-Hanson & Pulakos (2015), performance appraisal system provides effective reward decision that helps in ensuring that the organisation and workforce have the lowest amount of employee turnover rate. On discussing the benefit that the manager in the organisation received while practising the performance appraisal system on yearly basis we observe that the opportunities for formally recognising the hard working employees get easier. However, on considering the recognition of employees in accordance to a single you expect within a day is quite stressful and may lead to bios answers that would certainly impact negatively over the mental state as well as the motivation of our employees (Mueller-Hanson & Pulakos, 2015).
Evaluating the benefit performance appraisal system to provide to the organisation there is a sense of support to the article. The benefit that your organisation received with such a performance appraisal system is the knowledge that needs to be encashed in terms of providing training to be requiring employees of the organisation. Identification of the employees who require training, identification of employees who require support and care enables us to go in favour of the article (Stilling, Byrd, Mazza & Bergman, 2018).
When concerning and discussing about the information presented in the articles related to cm challenges that generally fall in the way of performance appraisal process we observe very best reason behind the implementation of check-ins in the organisation. The article clearly describes the aspect of performance appraisal process when there are no obstacles in front of them. However, as justified by Aukerman, 2018), performance appraisal process or system can never be without optical as because when discussing about the performance of a particular worker in an organisation there is always a situation when organisational manager get into dilemma about justifying their work in a single day. The challenges faced by the performance appraisal process as discussed by the article are quite admirable. When discussing the understanding of evaluation criteria we get the sense that the performance appraisal system does not provide us with the proper evaluation criteria that would be the best lines for most of the employees in an organisation. Certainly, answer our questions regarding whether or not check-ins in an organisation need to be implemented.
Stack Ranking and Forced Ranking System
Complete support to the article where it discusses the critical issues like lack of confidence, resistance and errors in rating and evaluation when it comes to the understanding of the challenges that are generally faced by performance evaluation system. This very easily is behind the thought of implementing chicken in an organisation to ensure weekly and regular observation of the employees so that a large amount of time can be saved (Hu, Aghakhani, Hasi? & Serral, 2017). With positive appreciation towards the article regarding the identification of the challenges generally faced by performance appraisal in the organisation we can understand the requirement for implementation of check-ins. With considerable airport to make us understand the error in written and evaluation, the article has only provided as evidence that we need to make sure whether or not this performance appraisal can be trusted blindly. The effect of resistance that has been boldly taken by the article is the challenge faced by performance appraisal is worth mentioning as resistance is a very negligible expect when it comes to a large organisation but has an important impact over the overall operation of the performance appraisal system (Zakari, 2017).
Crystal clear opportunity has been discussed in the article regarding the implementation of check-in over performance appraisal process. The article in an unbiased way provided information that guides to the actual aspect of the organisation when discussing about the performance presented by the employees. Implementation of chickens come up with positive aspect and while discussing that, it has clearly gained a lot of positive response. As suggested by Shukla (2017), check in help and organisational employee to make their case on their side of the story here to the manager. This format of the more democratic wave is the upcoming future for justifying whether an employee can be deemed as a Superman or Superwoman in their field of work. I highly support the aspect of Liberty that the budget of performance is presented the article with evidence to frequent reviews and continuous feedback from both employees and employers.
The positive response towards understanding the importance of Weekly meeting with the team, creation of avenues to acknowledge good performance on weekly basis and building a culture of ongoing feedback, has made this article rich in terms of unbiased response to the required changes in the performance appraisal system.
With the above justification over the up and down in the article, we can clearly present our view that the article is a sort of guideline to the beginners as well as business manager to understand whether changes are required or not (Sarkar, 2016).
Aukerman, R. C. (2018). United States Marine Corps junior enlisted performance evaluation: an analysis of the E4 and below performance evaluation system (Doctoral dissertation, Monterey, California: Naval Postgraduate School).
Cappelli, P., & Tavis, A. (2016). The performance management revolution. Harvard Business Review, 94(10), 58-67.
Hu, J., Aghakhani, G., Hasi?, F., & Serral, E. (2017, November). An evaluation framework for design-time context-adaptation of process modelling languages. In IFIP Working Conference on The Practice of Enterprise Modeling (pp. 112-125). Springer, Cham.
Levy, P. E., Tseng, S. T., Rosen, C. C., & Lueke, S. B. (2017). Performance Management: A Marriage between Practice and Science–Just Say “I do”. In Research in personnel and human resources management (pp. 155-213). Emerald Publishing Limited
Liu, D., Gong, Y., Zhou, J., & Huang, J. C. (2017). Human resource systems, employee creativity, and firm innovation: The moderating role of firm ownership. Academy of Management Journal, 60(3), 1164-1188.
Malcolm, M. and Jackson, T. (2002), Personnel Practice, 3rd Edition, Chartered Institute of Personnel and Development.
Mueller-Hanson, R. A., & Pulakos, E. D. (2015). Putting the “performance” back in performance management. SHRM–SIOP Science of HR White Paper Series.[Google Scholar]
Sarkar, A. (2016). Is it time to do away with Annual Performance Appraisal System? Benefits and challenges ahead. Human Resource Management International Digest, 24(3), 7-10.
Shukla, S. (2017). Learning From Critical Feedback: An Interdisciplinary Literature Review (Doctoral dissertation).
Stilling, G. E. S., Byrd, A. S., Mazza, E. R., & Bergman, S. M. (2018). Still a Deadly Disease? Performance Appraisal Systems in Academic Libraries in the United States. College & Research Libraries, 79(3), 366
Williams, G., & Beck, V. (2018). From annual ritual to daily routine: continuous performance management and its consequences for employment security. New Technology, Work and Employment, 33(1), 30-43
Zakari, M. (2017). New Performance Measurement Trends: Evidence from Selected Multinational Corporations. Journal of World Economic Research, 6(4), 54-58.
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