Essay on Employee Performance

This paper evaluates management and appraisal of employee performance including the roles of HRM in performance management. It also describes the dissimilarities between the trait, behavioral, and results-based performance appraisal structures. Also, it highlights the most appropriate appraisal technique for the Maersk Customer Service – CARE Business Partner and various performance rating scales that can be utilized in particular organizations.

Human Resource Management plays a crucial role in the creation and implementation of performance appraisals. HRM performs as a mediator between the functional authorities and the employees. HRM also ensures convenient implementation of the employee evaluation process. The major role of HRM is to compose the whole appraisal process (Prachi Juneja, 2015). Therefore, HRM needs to discuss with the functional authorities to ensure appraisals are done appropriately (on time and only to eligible employees) to make sure that the appraisal process adheres to the strategic plan of the organization.

There are several dissimilarities between the trait, behavioral, and results-based performance appraisal structures. A trait is described as an identifying personal attribute like loyalty, appearance, leadership. This appraisal system can be well applied in situations such as when one wants to define dependability and leadership ability which provides employees an added advantage during appraisal. On the other hand, results-based performance appraisal is implemented when judging employees using a scale in measuring particular behaviors. This appraisal system can be used to ascertain the performance of employees in an organization (Fleur Tucker, 2018). For example, during customer service, this system can be used to determine whether an employee answers the telephone and handles communication with customers rightfully. The most suitable appraisal technique for the Maersk Customer Service – CARE Business Partner can be trait-behavioral performance appraisal. This appraisal technique is most suitable because the customer service industry requires employees to be friendly and personable while communicating with others. Using this performance appraisal would enhance recognition of employees’ attributes and help determine if those employees are eligible for the position.

Various performance rating scales can be used by an organization. These rating scales can be graphic, numeric, or letter scales. The graphic scale is a behavioral technique that consists of a maximum of ten choices with sections listed for customer service, financial, and accountability which vary depending on an organization (Perform Yard, 2019). A graphic scale is easy to design, utilize and measure as it also allows the appraisers to make markings to indicate the rating. However, a graphic scale has a disadvantage because it creates room for error. Numeric and letter scales are utilized to quantify outcomes. They allow for more detailed information and do not coerce the appraisers to quantify performance.

In conclusion, managing and appraising employee performance is crucial for the growth of an organization. Performance appraisal can only be effective if HRM plays their roles well in the creation and implementation of performance appraisals. Ultimately, performance appraisal enhances recognition of employees’ attributes and helps determine if those employees are eligible for the position.

References

Prachi Juneja (2015) “Role of HR in Performance Appraisals” Management Study Guide

Fleur Tucker (2018) “Types of appraisal system”

Perform Yard (2019) “Rating Scales for Employee Performance Reviews”