Do you suggest any techniques to avert politics creeping into the process of performance appraisal by subordinates? Or do you suggest the measure of dispensing with such appraisal systems?
Answers
Performance appraisal is the process of assessing an employee's performance at a job, by a series of structured processes. Performance appraisal is a very good tool, provided it is used in the best possible way. So it is better to avert politics in performance appraisal than dispensing such appraisal measures.
Personal bias by the manager is one of the appraisal politics. It can be over come by the following measures,
- A structured evaluation tool should be developed by the combined effort of the manager and the subordinates.
- The subordinates should be aware of all the areas of this performance appraisal tool.
- The tool should be such that it can be handled by anyone, so that even if the manager changes the evaluation does not change.
- The feedback of performance appraisal should be given to the individual. so that he is aware of his position in the organisation.
- Two or three different raters should evaluate the employees with the same tool.
Answer:
The process of evaluating an employee's performance at work through a number of standardized processes is known as performance appraisal. As long as it is used properly, performance appraisal is a really good tool. Therefore, it is preferable to avoid politics in performance evaluation than to use such evaluation measures.
Explanation:
- One of the politics of appraisal is the manager's personal prejudice. These steps can be taken to overcome it: The boss and subordinates should work together to design a structured evaluation mechanism.
- The entire scope of this performance evaluation tool should be understood by the subordinates.
- The programme should be user-friendly such that even if the management changes, the evaluation will remain the same.
Thus this is the answer.
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