Management Research Paper on Performance Appraisals

Performance Appraisals
(Student’s name)
Management
(Institutional affiliation)
Performance Appraisals
The performance of appraisal systems is going handle the way organizations criticize the achievements of their employees and camaraderie at work. It is a review of an employee given by his manager where work performance is graded. The strengths and weaknesses of the company are identified to make employees knowledgeable about the areas they need to improve on. There will be 3 types of appraisal methods that will be compared and contrasted in this paper to conclude their differences in various aspects, including salary evaluation.
The numerical rating scale is simple. Thus, making it widely used due to its effectiveness, and permits the employers to gauge employee performance on different areas like teamwork, reliability, and skills (Lopez, 2015). Numerical rating scales give an edge to businesses because they are able to customize systems to rate the behavior of employees that are important. The use of numbers from 1 to 5 are used and employees can utilize changeable data to know how they are performing. This system can be compared to the 360-degree feedback because they are both commonly used, but the simplicity is like the objective-based appraisal system.
The objective-based method is a kind of evaluation that is part of the modernized approach. When this method is applied, there is an agreement between the manager and the employee to meet deadlines. The success and failure is easily defined in this method, unlike the numerical rating method because it does not use numbers and scales. The 360-degree feedback gathers results by first asking the human resource manager to interview an employee, their peers, and research direct reports about them. This is part of the 360-feedback method that is very different from numerical rating and objective-based method. However, there is also no use of numbers and scales to determine an employee’s performance, just like the object-based method.
The 360-degree feedback method got its name from the implementation of appraising an employee’s information when it comes to their skills, behaviors and abilities. It is basically looking at an employee’s all-around characteristics. When an employee is being appraised using this method, the collected information is compiled using a system that creates individualized reports. They are then presented to the employees who will undergo the evaluation. After that, they will be forwarded to an appraiser and deliver information that are relevant to their self-improvement.
All of the 3 types of appraisal methods are all used to promote, confirm, train, gather compensation reviews, for competency building, better communication, HR programs evaluation, and share feedbacks (Ab...