Performance Appraisal and IT System Establishment


Modern businesses require innovative technologies and a fresh look from motivated employees to achieve goals. The company will establish a new purchasing department IT system to eliminate two problems: technological backwardness and low performance. The HR manager should resolve the managerial issues such as slow adaptation, technology illiteracy, and poor time management expected to disrupt the company’s productivity through performance appraisal by encouraging workers to adopt the new IT system safely and quickly.

Current Needs of the Company

The company’s employees should incorporate innovations into their work to pass training to match the rapidly changing nature of work and the market. Science and technology are primary productive forces of high competitiveness (Peng, 2022). However, talented employees and solid human resource allocation are the keys to the rapid and safe implementation of technology into the company’s internal processes. The HR manager of a company identifies some needs: more technologically literate employees, constant innovations to the workplace, efficient team-building, and cooperation with external companies to provide training for the current employees. These needs are caused by poor time and resource allocation, system backwardness, and a lack of market-oriented strategies. Since performance management evaluates human resource management, it is evident that performance appraisal facilitates innovation.

The performance appraisal is a robust method of evaluating an employee’s skills, work, and behavior and encouraging him to work more efficiently. During this process, managers identify the strengths and weaknesses of each worker and provide him a chance to improve his performance flaws using his power (Tudor & Petre, 2021). It includes five main stages that will be used while introducing a new IT system for the purchasing department.

The Target Task Signing Component

Initially, the company signs objectives and tasks for each employee. The worker’s position and individual abilities determine his goals. At this stage, I recommend to recruit software engineers and IT consultants. The former group is responsible for the invention of the system, working on the errors that have arisen, corrections in the system, and further improvement with modification. The requirements include a bachelor’s degree in computer science and a minimum of five years of experience in software development practice, preferably related to our company’s field. The latter group advises all 250 employees about the new IT system executed in the purchasing department. All the candidates should have programming experience using relevant systems. Their task is to ensure the general awareness of all staff. In turn, the remaining employees can advise clients on any technical issues. The target task signing stage is the first step toward improving the company’s technology literacy skills by cooperating with IT professionals.

The Target Task Execution Component

The second component of performance appraisal is the target task implementation stage. The company’s managers create necessary plans and motivate employees to implement them (Peng, 2022). It is crucial to ensure successful team-building and time management. By setting up the time limits for each operation, managers encourage workers to value time. Current employees pass time management training to learn to distribute working time efficiently and not energy-consuming.

The Target Task Feedback Component

Employees who go through performance improvement need to receive constructive feedback from the employer. As the HR manager, I regularly provide feedback on the completion of the objectives face to face to all the workers. Two employee ratings are conducted to evaluate each worker’s performance: the KPI and 360-degree (Peng, 2022). The first method provides a quantitative assessment of the work output of each employee. The second method is more qualitative since it analyzes how others perceive a worker. For example, colleagues, clients, and employers evaluate his performance. Thus, an employee does not just receive an assessment but also some advice on how to improve professional skills. This stage eliminates employees’ low adaptation and flexibility by conducting more meetings with the team in a year.

The Performance Bonus Calculation Component

Any company tries to expand its market and strengthen its position in the rating. Similarly, the company’s employees improve their performance by striving to receive bonuses from the manager (Peng, 2022). At this stage, it is necessary to encourage the work of deserving employees with financial rewards quarterly. Apart from providing the best employee incentives, extra allowances, and wage raises, he is awarded a high-quality training program from a leading company (Majidi et al., 2021). This decision helps the business to strengthen its external relationships with other companies and organize a more stable working environment for employees.

Performance Appraisal Feedback Component

The final component of the performance appraisal is feedback on the whole model and enterprise. After assessing the effectiveness of performance evaluation, the managers get a chance to make any changes to the current system. For instance, the objectives and roles of each employee are reconsidered (Peng, 2022). It makes the company more goal-oriented than before. As a result, the company receives persistent workers who know their abilities and place in pursuing the business’s direction and goals.


To conclude, multilevel performance evaluation increases the business’s productivity and employees’ efficiency during the working time. The enterprise management team skillfully figures out strategic goals and introduces changes in the business environment. Establishing a new IT system teaches employees to respond quickly to the changes. The HR manager destroys the current and new employees’ insecurities regarding low flexibility and poor time management by utilizing a performance appraisal model with five components.


Majidi, S., Daneshkohan, A., Zarei, E., & Ashktorab, T. (2021). Perspectives of health workers on annual performance appraisal: A study in primary health care. International Journal of Healthcare Management, 14(4), 1190–1197. Web.

Peng, J. (2022). Performance appraisal system and its optimization method for enterprise management employees based on the KPI index. Discrete Dynamics in Nature & Society, 19(3), 1–12. Web.

Tudor, A. D, & Petre, A.G. (2021). The performance evaluation system and the impact on employee motivation: Do performance appraisal rewards play a role in motivating and engaging employees? Review of International Comparative Management / Revista de Management Comparat International, 22(5), 721–728. Web.

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