Trends and Challenges Paper Essay Example | Topics and Well Written Essays - 1500 words

Trends and Challenges Paper - prove ExampleIt is a classic case of finding turn out where the slaying management ashes competes with the one-year exertion appraisals because the latter do not give the exact details as far as an employee is concerned whereas the performance management system is to a greater extent comprehensive than anything else. Since the one-year performance appraisals are to a greater extent aligned towards providing value keeping note of how easy the employees have fared over the year, the performance management system is more elaborate since it gives each and every instance of the employees domains and tells the management whether or not the performance bonus or the increments are due for a certain employee (Schoch, 2011). This is a better indicator of how well the employee is faring and what his expectations are from the organization in the long run scheme of things. Also the employees know that they are organism judged for each and every act of theirs inside the organization which is a signifi washbowlt understanding that once reached, gutter have long-lasting effects and consequences on their work realms. This is such an essential comprehension that will ultimately make the performance management systems more effective and compatible with any business as compared to the annual performance appraisals due to their limited scope and usability issues. Evaluate the effectiveness of various performance appraisal methods and mathematical problems affecting performance appraisals The effectiveness of various methods of performance appraisals lies more on the shoulders of the human resources management incision within an organization. It is this department that eventually finds out where the problems actually exist and how these could be overcome within the colligate settings. Having said that it is significant to note that the performance appraisals are effective only when they are being followed to the core, which speaks for their genuineness issue since they are at times being seen only as a barometer for finding out whether or not an employee has been punctual at work or has been able to complete certain tasks within the set timelines. This is a very wrong precedent because the performance appraisals can do much more than they are thought out to be. What it will eventually tell one and all is the fact that these performance appraisals would not be able to derive value if they are being judged on these points alone (Buckley, 1998). The manageable problems that affect the performance appraisals are concerning the change in personnel and improper documentation of employees over a period of time. If the employees keep on coming in within an organization and leaving it on a constant basis, then there is a problem that needs to be addressed and more so with the understanding reached upon with regards to the performance appraisals. The performance appraisals are therefore being seen as a thing of the by when s uch issues come to the surface and it is about time that the employees seriously start searching for better alternatives which they can give to the management regimes. One such is the performance management system which can help their transmission line and allow them to pace ahead with the guarantee that each and every task of theirs is being