Performance appraisal analysis
Introduction
When planning for performance appraisal, the best practices I would use are the behavior based assessment and the grading. The action-based examination looks at an employee’s behavior, including how they behave when they are not under supervision. The discipline of employees at their workplace determines whether they have self-driven discipline. An employee who will work effectively with no supervision is the best because there will not need to keep them close as they are aware of what is expected of them. An employee can be graded according to the work they present. This determines whether an employee is significant enough or not (ARTHUR & American Management Association, 2008).
Performance methods
Management by objectives is the best method of performance appraisal. An individual’s performance should be determined according to how far you are to achieving the goals and how far you have come from. Therefore the objectives of an organization should be made known to employees so that they can put their efforts into achieving the goals. I would choose this over the others because it represents the main aim of an organization and how employees work towards achieving organizational goals. Every employee should, therefore, play their part in ensuring that objectives have been completed (Abraham, 2014).
The behavioral rating scale also shows the level of determination an employee is having. The best employees put organizational needs beforehand to ensure that they are the first to be satisfied. Employees who are working the best will be highly rated, and they can be awarded according to their ability to ensure organization success. Awarded the best performing employee is a way of motivating them and showing them that their efforts are being recognized. I would choose this over the other methods because it is cheaper as you have just to determine how to rate him or her (Ozcan, 2007).
Problems in appraisal
Lack of objectivity is a significant problem in performance appraisal because the individual performing the assessment might not be in a position to determine what is required of the employee. You won’t be able to know what an employee should and what they should not be doing. Personal bias on the person performing the appraisal might lead to wrong judgments on employees. This is because of the stereotyping of different employees. Stereotyping can never give the best performance appraisal results because they will not be accurate (Abraham, 2014).
To avoid these problems of appraisals, I would ensure that the individual carrying out the assessment is aware of what the organization expects from the employees. This will ensure that they can realize when an employee is doing what is not supposed to be done. It will also be better to bring an individual who doesn’t work for the organization to perform and appraisal because the person doesn’t know any of the employees. Therefore, they cannot stereotype them. The results from the assessment will therefore be fair for all employees (ARTHUR & American Management Association, 2008).
Components for human resource planning
The future HR demand that is whether they will need more workforce in the near future. The current human resource supply is also a component to be looked at to identify whether an organization can be able to acquire required workforce if there is need for more at the moment. Demand forecast should also be looked at to know whether there will be enough workforce for the future if there will ever be need for some (Abraham, 2014).
References
Abraham, A. (2014). Performance appraisal. Anchor Academic Publishing (aap_verlag).
ARTHUR, D., & American Management Association. (2008). Performance appraisals. AMACOM Div American Mgmt Assn.
Ozcan, Y. A. (2007). Health care benchmarking and performance evaluation: An assessment using data envelopment analysis (DEA). Springer Science & Business Media.