Performance appraisal is the systematic process in which employees are assessed as to how an individual job performance and productivity affect the organization ( DeNisi& Pritchard, 2006 ). Performanceappraisal is essential in an organization asit helps to determine how anindividual employee performs thus easing to differentiate the performing and nonperforming employees. Performance evaluation is not an easy task to conduct, and thus managers face a lot of difficulties when doing performance appraisal.
Performance evaluations are done annually, and this becomes a problem to managers since they are not performed frequently since the employees expect feedback thoroughly rather than once a year ( Richard, 2002 ). Managers are also very busy with their tight schedules, and thus they lack time to conduct an employee appraisal, and this makes it difficult to ascertain which employees are productive and which one is not. Conducting performance appraisalcan also come across to employees as criticism if managers are not careful; thus manager’s needs to be keen when giving feedback to employees on how they perform to make sure that that employees do not feel criticized.
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Managers can avoid performance appraisal difficulties by, for instance, creating time out of their busy schedule to perform employee performance so as to ascertain which employees are performing and which one is less productive as this will help them to come up with solutions on how to improve employee performance. Performance appraisal should also be frequently done and not annually asthis will help the employees perform better. To ensure that performance appraisal does not come to employees as criticism managers should make sure that is smooth communication and feedback between the both managers and employee.
Training of employees is vital for every organization to be successful; training of employee’sincreases employee’s knowledge and skills and this increases their productivity ( Healy, 2001 ). Training of employees acts as a motivation to the workers; workers when trained they feel asenseof belonging as they know that they are appreciated and recognized by the employees. Employees are the heart of the organization since anything that is done in the organization is done by the workers, and productive workers mean successful organization.
An organization which involves themselves in training and development for human resource tend to achieve both short and long-termbenefits, and this leads to the organization making profits and salary raise, bonuses, or commissions to the employees. Effective training impacts employees as through training employees learn how to perform their jobs competently, and this leads to both employee and organization productivity. Training contributes significantly to the organization performance improvement; training process influences business performance since new ways of performing tasks are learned and instilled into practical ( Abu-Doleh&Weir, 2007 ). Training of employees ensures that services offered to the customers are of quality leading to customer satisfaction. When customers are satisfied it means the organization has retained the customers, and this leads to increased sales and thus profits; new clients are also attracted due to quality services offered, and this makes the organization more competitive.
References
Abu-Doleh, J. & Weir, D. (2007). Dimensions of performance appraisal systems in Jordanian private and public organizations . International Journal of Human Resource Management.
DeNisi, A. & Pritchard, R. (2006). Performance appraisal, performance management, and improving individual performance: A motivational framework . Management and Organization Review.
Healy, P. (2001). Training and public sector reform: an integrated approach, Public Administration, and Development.
Richard, Charles. (2002). The Performance Appraisal Question and Answer Book . Survival Guide for Managers.
