A Review of Performance Appraisal Practices nad Policy Options. A Case Literature

A of proceeding estimate Practices nad Policy Options. A slipperiness Study on a Local Nightclub - The Plug - Literature review ExampleAn effective, valid, unafraid and accurate appraisal re chief(prenominal)s for rating the cognitive operation of employees is indispensable in ensuring effective functioning of the execution of instrument management system and helping the organization attain competitive advantage ((Kuvaas, 2006506 Boachie-Mensah & Seidu, 2012 Abdulakadir, Isaika, and Adedoyin, 2012124). The outcome of the appraisal process, the true statement of employee ratings as well as perceived effectiveness of the appraisal process is critical as such(prenominal) inputs argon often used by organizations to make various decisions in promotion and compensation, administrative, and training and development. military operation appraisal systems also make it possible for employees to understand their capability development and their carrying out, and in this sense foreclos e employee morale high and improve organizational health. This is possible through an effective and fair appraisal system (Boachie-Mensah and Seidu, 2012). Various research studies have explored performance Appraisal systems and the need for such systems to work effectively in organizations. This section reviews literature on performance appraisal practices and policy options by looking at main approaches in performance appraisal, objectives of performance appraisal programs, issues surrounding performance appraisal systems, the managerial role and employee perceptions in performance appraisal, and performance appraisal practices in the entertainment / nightlife industry. Background of Performance Appraisal Performance Appraisal has been in existence since the industrial revolution where it was used a means of monitoring organizational return (Fandray, 2001). However during the earlier days, it was used more as a negative procedure than a cocksure one. It was often linked to punis hment and reactivity to poor performance (Kennedy & Dresser, 2001). This implies that the performance appraisal focused on punishment of employees for poor performance as a way of motivating the employees to performance highly. However, overtime the performance appraisal has continually evolved over the years. Kennedy and Dresser (20018) note that, as years passed organizations gradually refined their performance measurement techniques that focused on improving performance, with the trend focusing more on a belong towards rewards than punishment. In the past three decades, researchers and practitioners have vigorously and critically analysed and examined the effectiveness of how various performance appraisals are used within different organisational contexts (Kondrasuk, 2011). Though there have been a wide array of studies on effectiveness of performance appraisal system, no consensus has yet been reached concerning what type of performance appraisal universally opera hat meets th e desired objectives of various organisational contexts. This implies that different performance appraisal systems are suitable for different organisational contexts. Definition of Performance Appraisal and main approaches Various scholars have defined performance appraisal in a summate of ways. Armstrong (2006450) defined it as steps involved in assessing the performance of employees, recording such performance and providing feedback to the employees. It is a formal employee monitoring system (Cardy & Dobbins, 1994 Ikramullah, et al, 2012 144), which often involves evaluation of employees performance based on the opinions and judgments of supervisors, workers, managers, peers and subordinates (Jackson & Schuler, 2003455). On the another(prenominal) hand, Nath (2011648) defines it as formal procedures employed in evaluating employees contributions, possibilities and potentials within an organization. This