Introduction
In an organization, human resource (HR) managers accord prime focus to the performance level of their employees. Different processes and methods, both for administrative and developmental purposes, are employed by various firms in assessing work performance. They are referred to as performance appraisal (PA), which helps in reviewing and evaluating how each employee has accomplished their roles over a given period, usually a year. It is an aspect of motivation that gives an employee’s achievements, skills, and overall contribution to the growth of a company. The process helps the managers create a plan for employee development by increasing responsibilities, offering extra training, or identifying shortcomings that could be resolved. This paper discusses the role of HR managers in the appraisal, the effectiveness and advantages of appraisals, and the potential forms of discrimination based on labor laws.
Role of HR Managers in PA
The evaluation process is usually standardized to accommodate every position, and the HR managers are indispensable. Negative reviews are known to cause unpredictable feedback, including lawsuits; thus, HR managers are supposed to be present to help protect the company from exposure. They are the ones who analyze trends that help in setting quotas and adjusting expectations (Idowu, 2017). They handle employees struggling with company policy, and also tackle assessments involving performance and behavior. They guide supervisors on evaluation and assist in finding effective methods of coaching that can work for different employee personalities. The HR managers develop, monitor, and implement the critical elements of a good process of appraising. Eventually, they recommend an ideal performance to the employees by benchmarking against industry trends and regulations.
Components of an Effective PA
The setting of a performance target contributes to an effective PA, and it is an element dealing with identifying goals for both the individuals and the organization. Practices involved include using the balanced scorecard mechanism and making sure that the set goals are apprehended within the functional heads. This component confirms whether employees are keeping on track and the support which is needed (Bao et al., 2021). Continuous feedback avoids surprises, ensures clear expectations, and guarantees the voicing of developmental needs, as well as dealing with performance gaps on time. Appraising at regular intervals, consistent informal check-ups, and seeking inputs from employees are some of the ways which certify a smooth working environment.
Competency development and evaluation ensure that employees have the required behaviors and capabilities to perform assigned roles. It helps to understand that employees’ attitudes, skills, and knowledge are considered, and a development plan is designed (Bao et al., 2021). Career planning looks at the aspect of developing an individual’s profession and linking it to performance management. As a person performs effectively, there is a need to enhance and seek opportunities to grow. Guidance on enhancement and conversations on career development is, therefore, crucial to encourage the employees to explore different options. Outcome management is another element that greatly contributes to effective appraisal because it looks at the critical results and the best practices that form performance management.
How PA Contributes to Organizational Objectives
A PA helps in identifying the strengths and weaknesses of employees, thus, employers can ensure that workers are assigned jobs with relevant tasks for best performance. In addition, it creates a link between the employee’s contribution to organizational success and individual expectations. The HR managers clarify expectations that a supervisor has for his juniors, and help the worker in duty prioritization (Bao et al., 2021). PAs open communication lines and intensifies the rapport between the employees and their management. Job satisfaction, a sense of loyalty to the firm, and employee morale improve following a successful performance evaluation, and better organizational productivity is the overall result.
Advantages of Performance Appraisals
Documentation is an advantage to appraisal because the practice enables the manager to record the performance of each employee over a given period. The structure is another pro whereby a manager is in a position of meeting and deliberating on performance with his employee (Bao et al., 2021). The uncomfortable conversations which are often evaded are pushed by regular appraisals. Giving feedback provides an opportunity of conversing on whether the employee goals were achieved well, and it gives a chance of discussing employee development opportunities. Clarifying expectations, annual planning, and employee motivation are advantages that help in encouraging, engaging and developing the employee talent pool.
Potential Forms of Discrimination Based on Labor Laws
As such, there are state and federal anti-discrimination laws that managers should adhere to throughout the process. Part VII of the Civil Rights Act of 1964 prohibits discrimination against religion, color, sex, race, or national origin (Gold, 2018). The Age Discrimination in Employment Act (ADEA) forbids discrimination based on age, and guards employees in various age groups (Gold, 2018). The Americans with Disabilities Act (ADA) protects persons with disabilities and prohibits discrimination against the same (Gold, 2018). Immigrants in a country are protected by the Immigration Reform and Control Act (IRCA), and they should not be discriminated against just because they are refugees (Gold, 2018). Indeed, just as an employer is not allowed to discriminate in other employment aspects, the same applies when conducting a performance appraisal.
Conclusion
PA is a matter between an employer and an employee which helps in determining achievements and development strategies. Through PA, the conduct and performance of the workers can be documented and used in major decision-making such as pay increases or contract termination. When conducting performance evaluations, it is important to comply with the labor laws that relate to employment discrimination. Essentially, successful organizations understand the significance of including PAs in their strategies and performance management processes.
References
Bao, H. J., Cheng, H. K., Vejayaratnam, N., Anathuri, A., Seksyen, S. K., Bangi, B. B., & Bakar, A. A. (2021). A study on human resource function: recruitment, training and development, performance appraisal and compensation. Journal of Global Business and Social Entrepreneurship, 7(20), 11-22. Web.
Gold, M. E. (2018). Introduction to the Law of Employment Discrimination. Cornell University Press.
Idowu, A. (2017). Effectiveness of performance appraisal system and its effect on employee motivation. Nile Journal of Business and Economics, 3(5), 15-39. Web.