Essay on Performance Appraisals

Performance Appraisals

Performance appraisals are goals that the objectives of the hotel can be quantified with and measured on market segment and return investment of the hotel. The hotel must consider these, leadership styles, and contextual goals like factors that will emerge from situations.

Performance assessment is part of a successful performance management strategy where HRM must measure aspects of the hotel that makes its road map clear.

The assessment should ask questions that will evaluate the position of the human resources associated with the hotel’s goals, objectives, and strategies. To gain this insight, HRM must carry out a survey through questionnaires which will determine the level of the workforce in terms of understanding job descriptions and expectations of organizational goals.

To determine the position of employees in relation to the new change management plans, HRM can ask questions like; what are your duties and responsibilities? What are the goals of the change management plan? What is the company’s future direction?

Main Reasons For Conducting Performance Appraisals

One of the main reasons for conducting performance appraisals is to evaluate an employee’s contribution toward the company’s goals and objectives. Performance appraisals provide a basis for evaluating an employee’s job performance, identifying their strengths and weaknesses, and setting goals for the future. This information helps the manager to make informed decisions about promotions, pay increases, and training and development needs.

There are several types of performance appraisals, including informal appraisals, formal appraisals, and 360-degree appraisals. Informal appraisals are ongoing and informal feedback that takes place throughout the year between the employee and the manager. Formal appraisals are conducted annually or semi-annually and typically involve a written evaluation of the employee’s performance. 360-degree appraisals involve feedback from multiple sources, including the employee, manager, peers, and subordinates.

Benefits of Performance Appraisals

Performance appraisals have several benefits for both employees and employers. For employees, performance appraisals provide an opportunity to receive feedback on their job performance, identify areas for improvement, and set goals for the future. This feedback can be used to enhance their job performance and career development. For employers, performance appraisals help to improve employee job performance, increase productivity, and identify training and development needs.

Despite the benefits of performance appraisals, there are also some limitations. One of the major limitations is the potential for biases to creep into the appraisal process. Managers may have personal biases that can impact their assessment of an employee’s performance, and this can lead to inaccurate evaluations. Additionally, performance appraisals can create stress and anxiety for employees, particularly if they feel that their job is at risk if they receive a poor evaluation.

Conclusion

In conclusion, performance appraisals are an essential component of an organization’s human resources management practices. They provide a way to evaluate an employee’s job performance, identify areas for improvement, and set goals for the future. There are several types of performance appraisals, each with its own benefits and limitations. While performance appraisals have their drawbacks, they are a necessary tool for improving employee performance and achieving organizational goals.

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