"margin-right:-7.2pt;text-align:justify;line-height:200%;">
Espousing on the importance of performance appraisals,Linda S.
Pettijohn a renowned HR scholar and others have regarded it as a
fundamental part of any organization (Pettijohn et al 2001).
Agreeing with Pettijohn et al, Mejia et al (1990) also averred that
"performance appraisalis a process of identifying and measuring
people's performance in an organization".
"margin-right:-7.2pt;text-align:justify;line-height:200%;">Several
researchers have defined performance appraisal systems in different
ways. According to Edwards and Pinnington (2000), performance
appraisal is the formal means of setting, measuring and meeting
performance expectations. Bennington & Baix (2005) also
describes performance appraisal as a management concept from the
west aimed to improve individual and organizational performance, he
further elaborates that the structure put into place for
measurement and assessment of employee performance in an
organization is known as the Performance Appraisal System.
"margin-right:-7.2pt;text-align:justify;line-height:200%;">There
are various reasons for performance appraisal systems (Mount 1984).
Such reasons may be for improvement purposes or in taking decisions
about an employee. Mejia et al (2004) classifies appraisal systems
into developmental; for training purposes or administrative linked
to promotion or termination. It is believed to be for corrective
reasons such as, coaching, promotions and pay rewards (Murphy and
Murgulies 2004). They are aimed at continuous improvement, annual
cull; reward high achievers and enable managers address performance
without conflict (Redman and Wilkinson 2009). However, despite the
clear aims of performance appraisal systems, there are a number of
downsides in its implementation. Brumback (2003) is of the view
that performance appraisal is traditionally done via ratings which
frequently turn out to be biased. Organizations therefore need to
work in hand with performance management to put things in place.
Mejia et al (2004) notes that worker's morale may be lowered after
appraisals and this can pose problems for peers and management, he
advices some measures of performance management be adopted to
resolve such issues.
"margin-right:-7.2pt;text-align:justify;line-height:200%;">
According to the CIPD (2010), there is no right way to carry out an
appraisal. It argues that some organizations appraise employees
individually, collectively, via customers, managers, and
subordinates. Whatever type is used, it is expected that an effect
will emerge on both the appraised and his organization as past
researches have recognized that there is a gap amongst managers and
employees in performance management theory and its practical
(Bratton and Gold 1999). An overview of the above analysis leads us
to support that Performance appraisal is carried out using various
methods with varying effects.
"margin-right:-7.2pt;text-align:justify;line-height:200%;">In
conclusion, performance appraisal system was created to be an
effective way of managing employee and employer performance through
identification, evaluations and feedbacks to ensure performance
development. An effective performance appraisal system helps both
parties to identify their weaknesses and directs them on what needs
to be done to improve. A number of errors have also been associated
with performance appraisal systems. That is why Soltani et al
(2001) in a survey by the Institute of Employment Studies, showed
that despite the fact that performance appraisal is everywhere, it
often fails both the employees and the organizations.
"margin-right:-7.2pt;text-align:justify;line-height:200%;">This
definition however stipulates that, it is difficult to relate
performance appraisals to productivity. Woodburn (2004)
acknowledges this in his work, "engaging marketing in performance
management", noting that performance measurement is not easily
associated to productivity. Still, there is a lot of shove on it
thereby creating pressure on the workforce with little or no long
term gain. Apart from the fact that Performance appraisal is time
consuming and costly, it may also demoralize employees who feel
they have not been appraised fairly therefore, leading to fall in
performance.
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