Appraisal Systems: An Effective Tool or a Waste of Time
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Human Resources 434
Professor XXXXX
May 1, 2005
Performance appraisal systems have many uses in the field of Human Resource Management. Some of the uses are selection for different positions, training, compensation and training and development. I am going to elaborate on some of these uses for performance appraisals to include career development and compensation. Hopefully by the end of this paper the reader will have an understanding of the many uses of appraisal systems and how the effective use of them can benefit organizations and individuals with career development. It is also my intention to give the reader a positive perspective on the use of a pay for performance appraisal system.
Mathis & Jackson, (1988) contend that there are two different types of appraisal systems, both equally important. These are systematic and informal appraisal systems. A systematic appraisal system is one that is set up by the organization's Human Resources Department and is at a fixed time period. This time period is usually once or twice a year and often coincides with the anniversary of the employee's starting date at the organization. In the military the formal appraisals are done on a monthly basis for soldiers in a non-leadership position and quarterly for those in a position of leadership. These appraisals are documented and are maintained in a personnel file on the employee. An informal appraisal system is the coaching and guidance that is given to an employee on a day to day basis. It is non-structured and is usually accomplished in the scope of the supervisor's and employees' daily tasks.
Formal performance appraisals are an integral part of an organiz ...