Impact of Performance Appraisal on Staff Productivity in Halifax Bank

Context and Rationale

The appraisal tool for performance evaluation aids both individual workers as well as the organization to know how well their performance contributes towards the accomplishment of the organizational goals and objectives. Pursuance to the effectiveness and efficiency of staff, performance appraisal sets guidelines and advice to aid the staff. A performance appraisal system encompasses the instruments and actions used by knowledge assessors in carry out the assessment of employees (Fletcher 2012). Performance Appraisal has been defined by different scholars of human resource management in several time. So, diverse assumptions of those scholars have been discussed as follows. According to Giangreco (2012), Performance appraisal has been identical with performance review, performance evaluation, performance assessment, performance measurement, employee evaluation, personnel review, staff assessment, service score, etc. Employee performance appraisal has two forms, formal and informal appraisal. Iqbal et. al postulated that Performance appraisal acting a key role to measure the employee’s performance and help the organization to check the progress towards the preferred goals and objectives. Now organizations are using performance appraisal as a strategic approach by coordinating the human resource functions and production policies. Recently, performance appraisal has been embraced as a strategic tool to improve the efficiency of human resources and service delivery in most organizations, Choudhary (2014). This process assists many organizations in monitoring their staff’s performance, identifying grounding needs and discovering hidden talents towards developing their workers’ capability to meet the organizations goals and objectives. Several studies have been conducted on the effect of performance appraisal on staff’s performance in the respective sectors, Osei and Ackah (2015). Consequently, the need for improvement in staff performance in the financial organizations brought about the conception of the desire to conduct this research. This study assesses the impact of performance appraisal on staff productivity in the Halifax banks, Edinburgh-UK.

Building up a viable employee performance management framework, is a significant challenge for most organizations, making performance management a lasting intriguing topic among human resource leaders, as stated in Mercer’s Global Performance Management Survey, 2013. Clearly, organizations around the world are sincerely searching for the powerful and proficient means to champion this course. In spite of all the consideration, acquiring explicit data on what is working and not working and how practices vary by locale and industry is lumbering. Low productivity is generally as a result of absence of performance appraisal, absence of performance appraisal result in staff low occupation performance. Labour union consistently get into the issues of wellbeing at work and in their staff with the goal that they can optimize their capabilities fully at work. Nonetheless, sometimes it has a negative impact on performance appraisal and the management to give promotion or raise in their salary on the bases of seniority.  The chief focal point of any organization is to achieve its destinations, objectives or target effectively. Objectives set by organization might be in vein if less consideration are not given to employee’s endeavours or performance for fruitful achievement. In other to accomplish set objectives and goals effectively, there is the need to zero in on performance. Performance appraisal ought to be connection to alluring motivation to employees, empowering laborers to exhibit higher efficiency. Once more, present day association are rolling out exceptionally noteworthy improvements in their prize frameworks so as to more readily fit the dynamic, profoundly serious business climate. Firms progressively are utilizing things, for example, ability bases pay, which reward workers for the number and sorts of aptitudes they have rather than the kind of employment they have. In addition, viable performance criticism can possibly upgrade representative commitment, inspiration, and occupation fulfilment, (Aguinis, 2011). It is important to examine and comprehend the criticism, which is constantly disregarded, and its complexities. Appraisal may improve performance under certain conditions.

Aim and objectives:

The proposed aim of this research is to investigate into the effect of performance appraisal on Staff productivity in Halifax Bank.

This aim will be accomplished by these objectives:

1. To describe the various performance appraisal techniques used by the organization.

2. Technique used in Halifax Bank.

3. Problems associated with different approved techniques.

4. To determine some common performance appraisal problems of the employees and how it could be solved.

5. To determine the extent to which performance appraisal impact on employee’s performance.

Indicative research approach (methodology, design and methods):

For the purpose of this study the quantitative method will be adopted. A Quantitative method emphasize on measurements of observed facts and the statistical, numerical analysis of data collected.

The study will also employ the purposive technique of sampling to select six branches of Halifax bank in Edinburgh. In all, one hundred and fifty (150) staff members will be used as population for the study. Questionnaires will be administered by the researcher personally and respondents will be educating on how to fill the questionnaire. An interview will be conducted with Management to ascertain its view on how the performance appraisal system affect staff’s and also to check whether the appraisal process will be followed duly.