Performance Apria Organizational Commitment -Myassignmenthelp.Com

Question: Discuss About The Performance Apria Organizational Commitment? Answer: Introduction It is to notify you that various methods of performance appraisal are being analyzed and two modes are being selected as the most effective ones. This memo will brief you about the details and steps of the selected modes of performance appraisal for the workers in the quality control department (Aggarwal Thakur, 2013). It is expected that, implementation of this method will assist you in determining the effectiveness of the workers in this department. Selected methods of performance appraisal Rating scale and 360o feedback are the two selected methods of performance appraisal. These two methods are being selected due to the reason that these methods are complying with all the eight points or elements of performance appraisal (Bracken Church, 2013). The following sections will discuss about the alignment of these two methods with the eight key points of performance appraisal. Inclusion of both positivity and negativity It is important to include both the positive and negative traits of the employees for performance appraisal. Both 360o feedback and rating scale will help in identifying the feedback regarding a particular employee from his peers and others colleagues (Espinilla et al., 2013). This will include both positive and negative response. Entries with date It is important to entry the incidents of the employees with proper date in order to identify and determine the trend. In the case of 360o feedback and rating scale, all the entries should be well dated. Observations Responses to be gathered for 360o feedback and ratings will be added as observations rather than the assumptions (Salleh et al., 2013). This will help in effectively determining the perception of the colleagues regarding a particular worker. Specific All the entries should be made specifically without using any jargons or broad meanings. This will further help in providing the rating to the employees. Using biased language It is highly recommended that, language should be unbiased regardless of any positive or negative attitude of the employees (Cheng, 2014). This will help in having accurate ratings and feedback for them. Generalization Feedback being gathered should not be generalized. Then this will dilute the specific feedback provide by the peers. Ratings and appraisal should be done in accordance to the exact feedback gathered. Determination of the trend and pattern One of the reasons to choose 360o feedback and rating scale is to determine the trend of the activities of the employees (Farndale Kelliher, 2013). It is to be seen that, the feedback being gathered is going towards more positive or negative way. Appraisal should be done accordingly. Consistency Al the criteria should be same for all the employees. In the case of the 360o feedback and rating scale, feedback should be gathered in terms of same criteria. This will enable to judge the effectiveness of one particular employee over others. Conclusion Thus, 360o feedback and rating scale will be most accurate and effective tools of performance appraisal. It will help in effectively judging the performance of the employees without any biases, which will further help to improve their performance in quality control. Reference Aggarwal, A., Thakur, G. S. M. (2013). Techniques of performance appraisal-a review. International Journal of Engineering and Advanced Technology (IJEAT), 2(3), 617-621. Bracken, D. W., Church, A. H. (2013). The" new" performance management paradigm: capitalizing on the unrealized potential of 360 degree feedback. People and Strategy, 36(2), 34. Cheng, S. Y. (2014). The mediating role of organizational justice on the relationship between administrative performance appraisal practices and organizational commitment. The International Journal of Human Resource Management, 25(8), 1131-1148. Espinilla, M., de Andrs, R., Martnez, F. J., Martnez, L. (2013). A 360-degree performance appraisal model dealing with heterogeneous information and dependent criteria. Information Sciences, 222, 459-471. Farndale, E., Kelliher, C. (2013). Implementing performance appraisal: Exploring the employee experience. Human Resource Management, 52(6), 879-897. Salleh, M., Amin, A., Muda, S., Halim, M. A. S. A. (2013). Fairness of performance appraisal and organizational commitment. Asian Social Science, 9(2), 121.