Performance appraisal is the organized evaluation of the performance of employees to understand the strengths and weaknesses of employees for further development of the organization. It is a review and discourse about an employee’s performance of the allocated duties and responsibilities. A performance appraisal is based on the results obtained by the worker is his job and not by the worker’s personality traits. An appraisal measures skills and achievements in uniformity for all employees in a company. It aids in providing a way to help identify areas for performance improvement and helps in promoting professional growth and development. Performance appraisals straightens the relationship between employees and their supervisors. This paper will entail a summary on a Forbes article, “Time to Scrap Performance Appraisals?” The paper will also focus on the effectiveness of performance appraisals and their relevance in modern companies and organizations.
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The article “Time to Scrap Performance Appraisals?” addresses the pressing concern regarding the inefficiency of performance appraisals. The performance appraisal process indeed needs to be completely changed to meet the demands of modern companies and to stay up to date with the structures of organizations of companies. In a Forbes article titled “Eliminating Performance Appraisals” Edward E. Lawler remarks that performance appraisals should be used only when deemed necessary. The article acknowledges that performance appraisals are poorly done and they should only be used in extreme situations. The article recommends an appraisal-free approach since it is beneficial to the company and is rather efficient.
Bersin, J. (2013, April 6). Time to Scrap Performance Appraisals. Retrieved from http://Forbes.com
Lawler, E. E. (2014, March 25). Eliminating Performance Appraisals. Retrieved from http://forbes.com
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