Reply to discussion (Developing Employees through Performance Management)
The Future of Performance Appraisal Systems Identify the two most significant challenges or errors commonly made in appraisals used today. Consider factors such as subjectivity, lack of feedback, and infrequency of evaluations. In the context of performance appraisals, a Saudi airline company, two significant challenges are commonly made: One, Subjectivity in Evaluations: Subjectivity in performance evaluations can be a major challenge. Appraisals that rely heavily on subjective assessments, personal biases, or vague criteria can lead to unfair evaluations. This can create dissatisfaction among employees and undermine the credibility and effectiveness of the appraisal process. To address this challenge, it is important to establish clear and objective performance criteria and metrics that align with the goals and values of the airline company. Providing evaluators with proper training on performance assessment and calibration techniques can help minimize subjective biases. Secondly, Lack of Timely and Meaningful Feedback: Another common challenge is the lack of timely and meaningful feedback in the appraisal process. Infrequent evaluations or delayed feedback can hinder employees’ understanding of their performance, as well as their ability to make improvements and align their efforts with organizational goals. To overcome this challenge, it is important to establish a culture of ongoing feedback and communication. Regular check-ins and informal discussions between managers and employees can provide timely insights and guidance. Additionally, implementing a system for continuous feedback, such as regular performance conversations or a feedback mechanism within the airline company’s performance management system, can help ensure that feedback is frequent, specific, and actionable. Propose three significant changes that should be made to the current performance appraisal system to make it timelier and more relevant. For example, consider the shift from annual appraisals to more frequent evaluations, such as quarterly assessments. Explore the importance of continuous feedback, goal setting in collaboration with employees, and aligning individual and company goals. 1. Shift to Regular and Frequent Evaluations: Move away from annual appraisals and adopt a more frequent evaluation approach, such as quarterly or monthly assessments. This shift allows for more timely feedback, enabling employees to address performance issues, make improvements, and capitalize on achievements in a more immediate and actionable manner. Regular evaluations also provide opportunities for ongoing dialogue and course correction, fostering a culture of continuous improvement. 2. Emphasize Continuous Feedback: Integrate a system of continuous feedback into the performance appraisal process. Encourage managers to provide feedback to employees on an ongoing basis, rather than relying solely on formal evaluation periods. This promotes a feedback-rich environment where employees receive timely guidance, recognize their strengths, and identify areas for development. 3. Collaborative Goal Setting: Involve employees in the goal-setting process to promote alignment between individual and company objectives. Encourage meaningful conversations between managers and employees to establish SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals that are challenging yet attainable. This collaborative approach ensures that employees have a clear understanding of their performance expectations and feel a sense of ownership and commitment to their goals. Murphy, K.R., & Cleveland, J.N. (1995). Understanding performance appraisal: Social, organizational, and goal-based perspectives. SAGE Publications.
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