There are several purposes for making performance appraisals. One of the notable purposes of performance appraisals is for an organization to make its personal decisions (Kalantari, 2018). Notably, performance appraisals, better known as employee appraisals, are a review by an organization evaluating the overall performance of their workers and their contribution to any business. Therefore, through the performance feedback about the workers in a specific organization, the manager and other stakeholders are well informed before making crucial decisions on behalf of the company and the employees.
Performance appraisals are also crucial for the developmental purposes of an organization. Notably, every organization has its developmental purposes, such as creating project management systems, improving community relations, cultural change campaigns, employee training, and product research and development (Johnston & Kent, 2019). Therefore, any organization looks forward to some employees who perform exemplary and give credible and authentic results to push and promote some of the company's project developments (Lisa, 2021). Also, the performance appraisals provide adequate data to the company’s manager, which is consequential in the documentation of organizational decisions. Notably, the documented organizational decisions will help in future job allocations and assignments.
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Furthermore, performance is vital for any organization's growth and development. First, the performance appraisals discourage lousy working habits, which sabotages the growth and development of an organization (Curzi et al., 2020). Notably, good working habits are embraced by the workers in a company since their performance is regularly reviewed and dire consequences are implemented to non-performing employees. Secondly, the performance appraisals are meant to provide data and crucial information that can be used as a reference for an organization's working habits and ethics in the future. It is imperative to underscore that performance appraisals should be practical to provide credible results, which will be essential not only to the organization and the employees but also to the business. Besides, the performance appraisals act as the working guide among the employees and the organizational fraternity.
References
Curzi, Y., Fabbri T & Pistoresi, B. (2020) Performance Appraisal Criteria and Innovative Work Behaviour: The Mediating role of Employees’ Appraisal Satisfaction. Performance Appraisal in Modern Employment Relations. Palgrave Macmillan, Cham.
Johnston, A., & Kent, J. (2019). The Relationship between Leadership Strengths and Job Performance of Fleet Managers. Transportation Journal, 58 (2), 126-144. doi:10.5325/transportationj.58.2.0126
Kalantari, B. (2018) Managerial Performance Appraisal. Global Encyclopedia of Public Administration, Public Policy, and Governance. Springer, Cham.
Lisa, M. & Paul, E. L. (2021). Participation in the Performance Appraisal Process and Employee Reactions: A Meta-Analytic Review of Field Investigations. University of Akron, Akron, Ohio.
