The appraisal process is one step in identifying potential improvements or growth opportunities on individual performances. What is most helpful on a job analysis for designing an appraisal tool? What is the most difficult part in determining the dimensions to be appraised?
Discussion 6-1: Performance Appraisal
Employee appraisal is a crucial component of the performance management process. It helps an organization to identify the strengths and weaknesses of employees and identify opportunities for growth at the individual level (Kshatriya, 2016). Organizations usually conduct job analysis when developing an appraisal tool to use with their employees. The purpose of this discussion is to describe what is most helpful in a job analysis for developing an employee appraisal tool. The discussion will also explain the most difficult part in determining which dimensions to appraise.
The most helpful aspect of job analysis is its ability to list specific activities, tasks, responsibilities, knowledge, and skills that a person should possess to be able to perform optimally. According to Kshatriya (2016), job analysis is a vital process when developing performance appraisal tools. For example, it guides an organization to effectively draft duties and responsibilities for every individual employee in different job types. By conducting a job analysis, an organization is able to identify the Knowledge, Skills, and Abilities (KSA) that a person is required to possess to effectively perform a given job. Many organizations view job analysis to have a positive influence on project management (Kshatriya, 2016). Therefore, the human resource manager, with the help of relevant stakeholders should be in a position to conduct a job analysis to be able to design a good performance appraisal tool.
Human resource managers find it quite challenging to select dimensions to be appraised when designing an employee appraisal tool. The most difficult part in determining the dimensions to be appraised is to develop objective measures for measuring employee traits. This makes it difficult to develop an appraisal tool that will effectively collect data to reveal variations in performances among employees (SAGE Publications Inc, 2019). An alternative option to address this problem is to carefully walk through the workplace to collect relevant data during working hours without employees noticing that they are being watched.
Kshatriya, S. (2016). Linkage of job analysis to performance management: A case study. International Journal of Management, IT & Engineering, 6(9), 202-222. https://www.researchgate.net/publication/310831715_Linkage_of_Job_Analysis_to_Performance_Management_A_Case_Study
SAGE Publications Inc. (2019). The four key challenges to performance appraisal. https://us.sagepub.com/sites/default/files/upm-assets/102050_book_item_102050.pdf